Social Recruiting 90-Day Plan

What's Included in This Social Recruiting 90-Day Plan

Most social recruiting campaigns do not fail on day one. They fade: nobody owns the weekly check, the numbers live in three tools, and after a month the team cannot say whether the campaign works or what to change. This Excel plan gives you a fixed rhythm for the first 90 days, a place for the numbers that matter and three moments where you decide on purpose whether to continue, adjust or stop.

The workbook has one sheet with these parts:

• A short guide. How to fill it in and why we give no benchmark figures.
• Your targets and budget. Three yellow fields: the total ad budget, your target cost per qualified application and your target number of hires.
• A budget check. From those targets the sheet calculates the budget per campaign week, how many qualified applications the budget buys at your target cost and how many would have to lead to one hire.
• The weekly plan. Thirteen rows, one per week, each with tasks and owners from preparation through launch, optimisation, scaling and review.
• Tracking columns. Empty yellow cells for spend, reach, clicks, applications, qualified applications and hires, plus formulas for click-through rate, qualified share and cost per qualified application, with a total row.
• Decision points. Day 30, day 60 and day 90, each with the questions to ask and rules for continuing, adjusting or stopping.
• A metrics table. Plain definitions of every column, so the numbers mean the same thing every week.

The same workbook is available in German and English.

Key Features That Save You Time

• Tasks and owners already written. You adjust names and dates instead of inventing a plan. Each week lists who does what, from the briefing and consent checks to ad variants, pre-screening questions, follow-up and review.
• Formulas that already work. Enter your weekly numbers and the click-through rate, the qualified share and the cost per qualified application appear on their own. The total row recalculates for the whole 90 days.
• Cost per qualified application as the central figure. Cost per click and cost per application are easy to improve and tell you little. The plan steers you toward the number that leads to hires.
• Decisions fixed in advance. You agree at the start what you will check on day 30, 60 and 90, so the decision is not made under pressure after a bad week.
• No invented benchmarks. Cost and rates differ widely by profession, region and ad. The sheet uses your own targets and your own first 30 days as the yardstick. The sample values in the target fields are placeholders to replace.

How to Use This 90-Day Plan

1. Set your three targets. Enter the ad budget, the most a qualified application may cost and the hires you need. Check the budget check below: do the three figures fit together?
2. Assign the owners. Replace the role names in the weekly plan with real people and dates.
3. Work weeks 1 and 2 as preparation. Write the brief, settle data protection, prepare ad variants and pre-screening questions, and test the application route on a phone.
4. Launch in week 3 and fill in the sheet weekly. Take spend, reach and clicks from the ad account, and applications, qualified applications and hires from your applicant tracking. Use the same day of the week each time.
5. Decide on day 30, 60 and 90. Read the numbers, apply the rules in the decision table and write your decision in the last column.
6. Keep what worked. After day 90, the notes and numbers are the starting point for the next role.

If Sprad Social Recruiting runs your campaign, a budget from €1,000 and a run of three months are recommended, because the day-30 review needs data. The plan works the same for campaigns you run in-house or with another partner.

Why This Plan Works

It limits the work to what matters. Thirteen weeks, a handful of metrics and three decisions. A plan with forty KPIs does not get filled in. This one does.

It measures the whole funnel in one row. Reach, click-through rate, applications, qualified applications and hires are side by side. If clicks are high but qualified applications are low, the problem sits in the ad, the application route or the pre-screening, and the row shows where.

It builds in review time. The first weeks are for preparation and the first data. Optimisation starts after day 30, when there is enough to optimise. Many teams change the ads after three days and learn nothing.

It is honest about uncertainty. Nobody can promise a number of applicants. The plan helps you find out what your campaign delivers and decide with facts.

Who Should Use This Plan

• HR and recruiting leads starting their first campaign on Instagram or Facebook.
• Owners and managing directors of employers in care, trades, logistics, hospitality or retail who need a clear picture of what the spend returns.
• Marketing teams that run recruiting ads for HR and need a shared set of numbers.
• Agencies and freelancers that want a reporting rhythm to agree with a client.

If you want the pre-screening and the talent pool handled for you: Sprad Social Recruiting runs job ads on Instagram and Facebook (Google and TikTok are to follow). An AI talent agent pre-screens every applicant via WhatsApp, phone or web, and every applicant lands in your own talent pool, so the contacts stay with you rather than with a platform. Pricing is ad spend plus 10 %, from a €1,000 budget that can be split across roles, with three months as the recommended duration. There is no guarantee of a number of applicants. See Sprad Social Recruiting.

FAQs

What is a good cost per qualified application?

There is no single answer. It depends on the profession, the region, the competition for the role and how strictly you define "qualified". That is why the plan asks for your own target. After the first 30 days you have your own figure, and that is the best benchmark for the following weeks.

Why does the plan run for 90 days?

Two weeks go into preparation, and the first weeks of a campaign produce too little data to judge. Ninety days give you a first review after 30 days, a scaling decision after 60 and a full balance after 90, including hires, which usually come later than applications.

What counts as a qualified application?

An application that meets your must-have criteria and, after pre-screening, is worth an interview. Define the criteria before launch and keep them the same. The plan's metrics table explains each column.

Can I use the plan for several roles at once?

Yes. Either keep one sheet per role or add rows. Starting with one role and adding a second in week 8 keeps the data readable.

Do I need Sprad to use the plan?

No. The plan is a neutral template for any social recruiting campaign, whether you run it in-house, with an agency or with Sprad.