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  • Founded Date June 11, 1962
  • Sectors IT sector / Telecommunications
  • Posted Jobs 0
  • Viewed 8

Company Description

Recruitment Advertising: everything you Need To Know

Recruitment marketing is a critical part of modern hiring methods, created to draw in leading talent by promoting task opportunities through various channels. Unlike conventional task postings, which merely list openings, recruitment marketing integrates targeted messaging, employer branding, and advanced technology to reach the right prospects at the ideal time.

In today’s competitive job market, standing apart as an employer is more crucial than ever. Companies are turning to recruitment marketing to develop individualized, engaging advertisements that show their brand name and attract candidates who align with their culture and worths. By leveraging modern-day tools like social media, programmatic advertising, and information analytics, recruitment advertising has actually ended up being an effective method to fill positions more effectively while boosting the prospect experience.

What Is Recruitment Advertising?

Definition and Differences

Recruitment marketing refers to the tactical promo of job opportunities through different marketing platforms to draw in competent candidates. Unlike standard job posts, which are static and frequently passive, recruitment advertisements actively target prospective candidates throughout several channels, consisting of job boards, social networks, and even programmatic marketing networks. The objective is to not only display employment opportunities but likewise to highlight the company’s company brand name and attract individuals who might not be actively task browsing.

The key difference in between recruitment marketing and standard job posts lies in the technique. While task posts are normally positioned on particular task boards where candidates search, recruitment advertising reaches out to target market throughout the web, social platforms, and more, encouraging them to engage with the job opening even if they aren’t actively looking for new functions.

Purpose of Recruitment Advertising

The main function of recruitment advertising is to draw in and engage certified candidates by promoting both specific task chances and the general employer brand name. A well-executed recruitment ad highlights not just the task, however the business’s culture, values, and development opportunities, which are typically significant decision-making aspects for candidates. This type of marketing also allows companies to strategically target various candidate demographics based on experience, place, or market, guaranteeing that the job advertisement reaches the most pertinent audience.

In a congested job market, recruitment marketing is necessary for standing apart from the competition, making it a crucial tool for organizations wanting to employ top talent efficiently and efficiently.

The Evolution of Recruitment Advertising

Recruitment marketing has actually undergone significant modifications over the past couple of years, evolving alongside improvements in technology and shifts in how individuals try to find jobs. Here’s a brief timeline of its evolution:

The Early Days: Print Media

In the early days of recruitment advertising, companies mostly relied on print media-newspapers, publications, and trade publications-to promote job openings. These ads were limited by geographic reach and circulation, indicating that task chances were primarily seen by regional prospects or those currently interested in the specific publication. This approach was reliable in its time, however it lacked the capability to target particular capability or demographics.

The Rise of Job Boards: The Late 1990s and Early 2000s

The introduction of task boards like Monster, Indeed, and Glassdoor in the late 1990s marked a significant shift in recruitment marketing. These platforms allowed companies to publish job openings online, substantially expanding their reach beyond regional candidates. Job boards ended up being the go-to resource for active job seekers, and companies were able to receive applications from a much larger pool of prospects. However, the method stayed fairly passive, as ads still depended on candidates actively searching for tasks.

The Digital Transformation: Social Media and Programmatic Advertising

The genuine transformation in recruitment marketing included the increase of social media platforms like LinkedIn, Facebook, and Instagram, together with the advancement of programmatic advertising in the 2010s. Social network allowed business to target specific demographics and interests, reaching passive candidates who weren’t actively job browsing however may be persuaded by an attractive opportunity.

Programmatic marketing further transformed the field by automating the advertisement placement procedure, using algorithms and data to position ads throughout numerous platforms, optimizing for reach and relevance. This data-driven technique made it easier to customize task advertisements to specific prospect profiles, ensuring the ideal audience saw the chance at the correct time.

The Current Landscape: Data-Driven and Mobile-First

Today, recruitment marketing is highly data-driven, leveraging analytics and AI to continually enhance advertisement targeting and efficiency. With the extensive usage of smart devices, mobile optimization has become important, enabling prospects to see and request tasks directly from their devices. The capability to track metrics like click-through rates, conversion rates, and cost-per-click has provided companies unprecedented insights into the efficiency of their recruitment efforts, making recruitment marketing a vital part of modern-day hiring strategies.

In summary, recruitment marketing has actually progressed from basic print advertisements to advanced digital projects that leverage advanced innovation to bring in the best prospects in a progressively competitive task market.

Types of Recruitment Advertising

Recruitment marketing offers a range of platforms and strategies to link employers with qualified prospects. Understanding the various kinds of recruitment marketing permits business to choose the most reliable techniques for reaching their target market. Below are a few of the most popular alternatives for recruitment advertising.

Job boards like Indeed, Glassdoor, and LinkedIn are a few of the most extensively used platforms for recruitment advertising. These sites enable companies to publish job openings where active job hunters are likely to discover them.

– Job boards are typically the very first stop for candidates actively searching for task opportunities.
– Some task boards permit innovative targeting, consisting of filters for job area, industry, and experience level.
– Many job boards use pay-per-post or membership designs, making it an inexpensive alternative for smaller sized companies.

Drawbacks:

– Popular task boards are crowded with listings, which can make it hard for a single post to stand apart.
– Job boards generally draw in active task hunters, limiting your access to passive prospects who might not be actively looking however are still open up to new chances.

Social Media Ads

Platforms like Facebook, Instagram, and LinkedIn provide extremely targeted social media marketing choices for recruitment. Social network ads are developed to reach candidates based upon their interests, task titles, education, and even behavioral data.

– Social network advertisements allow employers to target specific demographics, interests, and even geographic areas, making it simpler to reach the most appropriate prospects.
– Social network advertisements tend to be more appealing, with functions like visuals, videos, and even instantaneous application buttons.
– Unlike job boards, social media ads can record the attention of passive candidates who may not be actively job searching but might be fascinated by the best chance.

Programmatic Advertising

Programmatic marketing is a highly automated method of positioning job ads throughout several platforms. By utilizing AI and data-driven algorithms, programmatic ads are immediately placed where they are most likely to be seen by pertinent prospects, enhancing reach and performance.

Advantages:

– Programmatic advertising conserves time by automating the ad positioning process across a range of channels.
– The automatic nature of programmatic advertisements guarantees that your budget plan is allocated efficiently, delivering ads to the best audience at the best time.
– Real-time information is utilized to continually improve the targeting and efficiency of your ads.

Pay-Per-Click (PPC) Ads

PPC recruitment ads charge companies for each click an advertisement gets. These ads can be positioned on job boards, online search engine, or social networks platforms and are a cost-effective method to guarantee that you just pay when somebody engages with your task listing.

How It Works:

– Like other digital advertising methods, PPC ads enable you to target specific demographics or job seekers by their job title, location, or experience level.
– You pay only when someone clicks your ad, which can lead to a high roi (ROI) when targeted correctly.

Traditional Media

While digital platforms control recruitment marketing today, conventional media-such as print, radio, and billboards-still play a role in particular industries and geographical areas. These techniques can be reliable when targeting regional prospects or reaching audiences who might not utilize online task search platforms regularly.

Benefits:

– Traditional media can be specifically beneficial for regional or specific niche markets where particular abilities remain in demand.
– In some industries, less rivals use conventional media, which permits your recruitment advertisement to stand out more quickly.

The Importance of Employer Branding in Recruitment Advertising

Defining Employer Branding

Employer branding describes the track record and perception of your business as an employer, both to possible candidates and existing staff members. In recruitment marketing, your employer brand plays a critical function in drawing in prospects who resonate with your company’s values, culture, and mission. A strong company brand exceeds simply a job opening-it showcases why your company is a desirable place to work.

In today’s competitive skill market, recruitment advertising is more effective when it reflects a company’s culture and workplace. Candidates are looking for more than just a paycheck-they need to know what makes your company unique and whether it lines up with their personal and professional values.

Tips for Building a Strong Employer Brand

Building a strong employer brand in recruitment marketing requires a thoughtful technique. Here are some actionable ideas:

– In your recruitment advertisements, plainly communicate your company’s values, work environment, and team characteristics. Use language that aligns with your brand’s tone, whether it’s casual, innovative, or expert.
– Candidates have an interest in what they can get by joining your group. Make certain your recruitment ads highlight crucial benefits such as flexible work alternatives, health insurance, profession advancement programs, and opportunities for development.
– Ensure that your company branding is consistent throughout all recruitment advertising channels, whether it’s on social media, job boards, or programmatic ads. A cohesive message enhances the strength of your brand name and makes an enduring impression.

Showcasing Employee Testimonials

Among the most effective ways to build authenticity and trust in recruitment marketing is by featuring worker testimonials. Potential prospects are more most likely to engage with a task advertisement when they hear straight from present workers about their experiences at the company.

Why Employee Testimonials Matter:

– Real employee stories offer a genuine perspective of what it’s like to work at your business.
– Candidates are most likely to trust testimonials from peers than standard business messaging.
– Use testimonials to showcase various elements of your work environment culture, from group partnership to career advancement.

Incorporating worker testimonials in your recruitment ads-whether in video format or as quotes-can humanize your company and make the task chance more attractive. It’s a reliable method to distinguish your recruitment advertising from competitors and construct credibility.

Writing Effective Recruitment Ad Copy

Effective recruitment marketing begins with well-crafted advertisement copy that resonates with the best prospects. Writing clear, succinct, and appealing job descriptions is essential to attracting top talent and ensuring your ad stands out.

Crafting Engaging Job Descriptions

Creating job descriptions that capture attention is essential to effective recruitment advertising. Here are some techniques to craft interesting descriptions:

– Avoid jargon or overly intricate language. Use uncomplicated sentences that plainly lay out the task function, duties, and certifications. Candidates ought to instantly comprehend what the job involves and whether they’re qualified to use.
– Make your job description more than simply a list of requirements. Write in a manner in which shows your business’s culture and speaks straight to the prospect. Use a friendly and welcoming tone if appropriate for your brand name, or expert and formal if that’s more fitting.
– Don’t just describe the job-sell the opportunity. Highlight essential benefits, such as flexible hours, expert advancement, or chances for career development. Candidates are more likely to use if they can see how the function suits their personal and professional goals.

Key Elements to Include

When producing recruitment advertisement copy, consisting of important details guarantees the ad is useful and actionable. Here are the essential elements to include:

– Ensure the task title is precise and frequently utilized in the industry. This helps the ad rank much better in search results page and ensures the candidate understands what the function entails.
– Be clear about the task area, particularly if remote or hybrid work alternatives are offered.
– List the core duties of the position, focusing on what the prospect will be doing day-to-day.
– Include the skills, experience, and education needed for the role. It’s practical to different needed credentials from chosen certifications.
– Every recruitment advertisement must end with a strong CTA, motivating prospects to use. Phrases like “Apply now to join our group” or “Submit your application today” can increase engagement and result in more conversions.

Tailoring Ads to Different Audiences

To make your recruitment advertising more effective, tailor your ad copy to the particular audience you desire to reach. Consider the following methods:

– Use terminology and recommendations familiar to the market you’re targeting. For example, if you’re employing in tech, consist of language about coding languages or software platforms.
– Adjust the tone and information of your ad based upon the candidate’s experience level. For entry-level positions, highlight training and mentorship opportunities. For more experienced roles, emphasize leadership chances and complex project participation.
– If you’re targeting specific demographics, such as current graduates or experts in a specific geographical place, discuss advantages like moving support or versatile working hours that attract their needs.

Targeting the Right Audience in Recruitment Advertising

Effective recruitment marketing has to do with reaching the ideal people at the ideal time. Targeting guarantees your ads are seen by the most pertinent prospects, increasing your possibilities of drawing in qualified applicants.

Demographics and Skills

One of the most important elements of recruitment marketing is targeting prospects based on their demographics and skills. This guarantees that your ad reaches people who meet the certifications for the job. Consider the list below aspects:

– Factors such as age, education level, and market experience can help limit your prospect swimming pool. Use tools offered on platforms like LinkedIn or Facebook to set group filters when placing your ads.
– Concentrate on targeting candidates with the particular skill sets needed for the role. Programmatic advertising platforms, job boards, and social media enable skill-based targeting, making sure that your job advertisement appears in front of individuals with the best credentials.

Using Data for Precision Targeting

Recruitment marketing today relies greatly on data to improve targeting precision. Digital platforms like social networks and programmatic ads use comprehensive data on user behavior, interests, and credentials to provide your recruitment advertisements to the most appropriate audience. Here’s how you can utilize information for accuracy targeting:

– Platforms track candidate habits, such as browsing history and engagement with similar job advertisements. Leverage this information to target users who have revealed interest in similar functions.
– Ads on social media platforms can be served to individuals based on their interests and online activities, assisting you reach passive prospects who may not be actively job browsing but match your ideal profile.
– Many marketing platforms provide the choice to develop lookalike audiences based on the profiles of your existing staff members or previous successful hires, broadening your reach to comparable prospects.

Geographic Targeting

Geographic targeting ensures your recruitment ads show up to prospects in the ideal areas, whether you’re working with in your area, regionally, or worldwide. Here’s how to optimize geographic targeting in recruitment marketing:

– For roles that need on-site work, target prospects within a specific radius of your location to ensure you draw in regional talent.
– If you’re open to a more comprehensive location, consider targeting surrounding cities or areas where your industry prevails.
– If you’re aiming to fill a role with specialized skills, consider targeting globally, specifically for remote positions.

Using Data and Analytics to Optimize Recruitment Campaigns

Data and analytics play an essential role in enhancing recruitment ad campaign. By analyzing the performance of your advertisements, you can recognize what is working, what isn’t, and how to adjust your strategy to achieve better outcomes. This continuous optimization procedure permits you to get the a lot of worth out of your recruitment budget while ensuring your ads are attracting the right prospects.

Tracking Performance Metrics

One of the initial steps in enhancing recruitment marketing is to track essential efficiency metrics. Click-through rate (CTR) is one of the most important metrics, as it shows how many individuals are engaging with your advertisement by clicking it. A higher CTR indicates that your ad is resonating with your target market, while a low CTR suggests that adjustments might be required to the advertisement copy or style.

Another important metric is cost-per-click (CPC), which determines how much you’re investing for each click on your advertisement. Lowering your CPC without compromising the quality of clicks is an essential objective in optimizing your advertisement budget. Additionally, conversion rates tell you how numerous of those clicks are leading to preferred actions, such as submitting an application. A low conversion rate may indicate that while prospects are interested in your advertisement, the application process or task description may not be compelling enough.

Understanding these metrics is important for making data-driven choices that improve your total recruitment marketing performance.

A/B Testing in Recruitment Advertising

A/B screening is a powerful approach for improving your recruitment advertisements by comparing 2 various versions of the exact same advertisement to determine which carries out much better. By checking variations in advertisement copy, visuals, or targeting requirements, you can gather insights on what works best for attracting prospects.

For example, you might test two different headlines to see which one gathers more clicks or applications. Perhaps one headline highlights the benefits of working for your business, while the other focuses on the particular task role. A/B screening enables you to experiment and make decisions based upon real efficiency data, instead of assumptions. Testing visuals, such as images or videos, can also offer valuable insights into what captures a prospect’s attention and prompts them to engage with your advertisement.

Through continuous A/B testing, you can refine your recruitment advertisements to be more efficient, ensuring that each iteration performs better than the last.

Adjusting Strategies Based on Data

Once you have collected performance data and carried out A/B tests, it’s vital to adjust your recruitment marketing technique accordingly. If your CTR is lower than expected, it might be time to review the copy or design of your ad. You might need to customize your message more carefully to your target market or make the call-to-action more compelling. Similarly, if your conversion rate is low, consider revisiting the task description or the application procedure to ensure it aligns with the expectations set by the advertisement.

Budget allowance is another location where data can direct your decisions. Ads with high engagement and conversions should get more financial investment, while underperforming ads can be stopped briefly or revised. By reallocating resources toward the best-performing ads, you guarantee that your recruitment advertising spending plan is used efficiently.

Optimizing your recruitment advertising projects using data and analytics is a continuous procedure. Regularly keeping track of metrics, carrying out A/B screening, and making data-driven changes will help you continually improve the efficiency of your ads, draw in better prospects, and achieve your recruitment goals more effectively.

Budgeting for Recruitment Advertising

Setting an efficient budget for recruitment marketing requires careful planning. Factors such as business size, hiring needs, and the competitiveness of the task market will identify how much you require to invest. A well-structured budget helps you allocate resources where they’ll provide the very best results, ensuring you draw in the right skill while keeping expenses manageable.

Setting a Spending Plan for Recruitment Advertising

To identify an appropriate recruitment marketing spending plan, start by considering your general hiring requirements. Companies with frequent hiring requirements might require to invest more in continuous marketing, while organizations with periodic recruitment can allocate a smaller, more targeted budget. Additionally, the complexity of the functions you’re working with for ought to influence your costs. Hard-to-fill or specific niche positions may require a larger investment to reach certified candidates.

Assess the average cost of putting advertisements on various platforms, and set a monthly or quarterly budget that enables flexibility. It’s likewise essential to monitor your spending regularly, making changes based on the efficiency of your advertisements and developing recruitment needs.

Mobile-Friendly Recruitment Ads

As mobile phones end up being the primary tool for job browsing, it’s vital to guarantee your recruitment advertisements are optimized for mobile users. Mobile-friendly advertisements not just enhance the prospect experience however also help you reach a more comprehensive audience.

The Importance of Mobile Optimization in Recruitment Advertising

Mobile job searches have actually skyrocketed in recent years, with lots of prospects depending on their smart devices to search listings and request jobs. If your recruitment advertisements aren’t enhanced for mobile phones, you risk losing out on prospective candidates. Mobile optimization is important for providing a seamless experience-candidates must have the ability to see your ads, navigate your profession pages, and use rapidly, without technical problems.

By making certain your ads load quickly, are easy to continue reading little screens, and consist of a simple application procedure, you’ll increase engagement and draw in more high-quality prospects.

Best Practices for Mobile Ads

When developing recruitment advertisements for mobile, simpleness is essential. Short, concise text and clear visuals make it simpler for prospects to understand the job opportunity at a glimpse. Ensure that your advertisements load quickly to prevent users from abandoning the procedure, and streamline the application to decrease steps and fields. A mobile-optimized application process can drastically improve your conversion rates, as prospects are most likely to complete an application if it’s quick and easy on their gadget.

Creating Visual Content for Recruitment Ads

In the competitive world of recruitment advertising, visual material plays an essential role in getting attention and interesting prospective prospects. High-quality images, videos, and infographics can make your ads stick out and showcase your company brand in a compelling method.

Why Visual Content Matters in Recruitment Advertising

Visual material has become a vital part of recruitment marketing due to the fact that it allows you to communicate more effectively with candidates. Instead of relying solely on text, visuals can highlight important elements of your company culture, work environment, or task benefits. This helps prospects get a clearer image of what it’s like to work for your company and can increase their interest in using.

In particular, video content can be incredibly powerful in recruitment marketing. Videos that include worker reviews or behind-the-scenes take a look at your work environment supply a genuine glance into your company, assisting to build trust and engagement with prospective applicants.

Kinds of Visuals to Use in Recruitment Advertising

There are numerous kinds of visuals you can utilize to improve your recruitment advertisements. Employee testimonials, whether in the type of short videos or quotes, give prospects a personal connection to your company. Office tours or team activity videos can display the environment and emphasize what makes your office distinct. Infographics are another effective tool, helping to break down complex info, such as task advantages or function duties, into easy-to-digest visuals.

Tips for Producing Effective Visuals

To produce visual content that resonates with candidates, it’s important to make sure consistency with your employer brand. Use visuals that show the tone and design of your company culture, and keep them expert yet engaging. Invest in premium production to ensure your visuals look polished and appealing, and focus on developing material that feels genuine-avoid extremely scripted or staged circumstances, as these can appear inauthentic.

By incorporating compelling visuals into your recruitment advertising method, you can enhance engagement and enhance the general efficiency of your job advertisements.

Recruitment Advertising Trends and Future Directions

The landscape of recruitment advertising continues to develop, driven by technological improvements and shifts in prospect expectations. Remaining on top of emerging patterns is key to maintaining an one-upmanship and bring in top skill.

Expert System (AI) and Automation in Recruitment Advertising

AI and machine knowing are changing recruitment marketing by making ad positionings more exact and efficient. These innovations examine vast quantities of data to forecast which platforms and audiences are probably to engage with job ads. Automated tools can change targeting in real-time, referall.us making sure that recruitment advertisements are shown to the right prospects at the optimal time. This level of automation not only enhances the efficiency of advertising campaign however also saves time and reduces costs.

Video and VR/AR Recruitment Ads

The usage of video content in recruitment advertising is becoming progressively popular, as it enables companies to deliver more vibrant and interesting messages. Short videos showcasing the business culture, office environment, and employee testimonials work methods to get in touch with prospective candidates.

Virtual truth (VR) and augmented truth (AR) are also acquiring traction in recruitment. These immersive technologies allow prospects to experience a virtual trip of the work environment or take part in interactive job sneak peeks, using a more interesting method to draw in interest and excitement about the function.

Diversity and Inclusion in Recruitment Advertising

Promoting variety, equity, and addition (DEI) in recruitment marketing is a growing pattern. More business are acknowledging the value of creating job advertisements that show their commitment to a diverse labor force. This includes using inclusive language, showcasing diverse groups in visuals, and emphasizing the company’s DEI initiatives. Effective techniques include highlighting staff member resource groups, offering versatility for various needs, and guaranteeing the job descriptions attract a broad variety of prospects.

By focusing on diversity and addition in recruitment advertisements, companies can attract a wider, more varied talent swimming pool, while enhancing their employer brand as an inclusive work environment.

Compliance and Legal Considerations in Recruitment Advertising

Recruitment marketing need to not only be creative and interesting however likewise comply with legal standards. Ensuring compliance with employment laws is vital to prevent prospective legal issues.

Abiding By Employment Laws

All recruitment advertisements should adhere to labor laws and anti-discrimination guidelines. This includes guaranteeing that advertisements do not contain language that could be viewed as inequitable based on race, gender, age, or other protected categories. It’s important to stay upgraded on regional, state, and federal laws related to working with practices and ensure that all recruitment content is evaluated for legal compliance before publishing.

Transparency in Job Ads

Transparency in recruitment advertising is key to constructing trust with prospects. Clearly outlining task requirements, obligations, settlement, and benefits is important to prevent misconceptions and make sure candidates know precisely what to anticipate. Companies ought to likewise prevent deceptive language that might lead to candidate frustration or legal challenges. By preserving clearness and sincerity in recruitment advertisements, businesses can develop a favorable reputation and draw in candidates who are a good suitable for the role.

In today’s competitive employing landscape, modern recruitment marketing methods are necessary for drawing in leading talent. From using AI and immersive innovations to welcoming variety and guaranteeing legal compliance, companies should adapt to brand-new patterns to remain ahead.

Now is the time to embrace cutting-edge recruitment marketing approaches that will position your business as an employer of choice. To take the next action, request a demonstration from GoToro today and discover how our ingenious solutions can assist you reach the best candidates more effectively.

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