Attracting talents these days in an extraordinarily competitive market can be daunting. Using the right recruitment marketing strategy can make finding and attracting top talents much easier. All that is necessary to do is to identify the right mix of tactics to make your recruitment marketing a success. This marketing includes promoting your organization and your culture in addition to specific job openings.
The candidate’s journey is complex. With many different channels for candidates to conduct research and a lot more options for them to choose from when it comes to the job pool, it is important to stand out and have a presence in the places top talent is searching.
Recruitment marketing can be built up in many forms that will increase your online presence. At this point, your company will get found in search results when candidates begin their job hunt to application generation to reach candidates when they are ready to apply for jobs.
A good marketing strategy for recruitment gathers many online marketing tactics so you can reach out to as many applicants as you can. We provide you with some basic recruitment strategies to help you find the right employees for your organization.
Optimizing Your Website for Users with a Career Page
Your website is (rightly) geared toward your clients or your audience, so a career website or page is really the only place you can gear content toward prospective employees. It’s where you communicate your benefits, and what current employees love about your culture, and promote open positions.
Your website is essentially your organization’s first impression for most job searchers. They should be able to clearly identify what you do, your mission, and whom you serve, and then easily navigate to more information about careers and your culture.
In order for your website to show up in search results at all and to display correctly across all devices, you also need robust search engine optimization, or SEO, a strategy built around your brand keywords.
Showcase Your Brand Organically on Social Media
Social media is a great place for candidates to learn about your organization and your culture. Because social media is meant to be, well, social, it lends itself well to sharing culture-related content–whether it’s an in-office event, an employee feature, or an example of how your organization is giving back.
And, social media is effective at attracting employees. In fact, leads developed through employee social media activities convert seven times more frequently than other leads.
So, you can’t miss this opportunity to engage with prospective employees while also creating a positive experience online for your current employees.
Reach Out To New Audiences with Facebook Advertising
Another benefit of using social media sites like Facebook and Instagram for your recruitment marketing is that with Facebook ads you can target a new audience who may not know your organization.
Facebook advertising allows you to run ads on both Facebook and Instagram and target users based on a number of factors, including their current job titles, education level, interests, and location. This can help you serve ads on Facebook and Instagram to the types of employees you’re hoping to attract in your area.
Manage Your Employer Brand on Review Sites
Your organization’s brand reputation is extremely important. Job searchers want to get an idea of how your current employees enjoy working for your company, and reviews give them a way to do just that. So, it’s essential that you’re managing your employer reviews and responding accordingly.
Prospective employees see review responses as almost as important as the review itself. In fact, 75% of job seekers are likely to apply for a job if the employer actively manages their employer brand. (Find out how to build an employer branding strategy here!)
When it comes to responding to employee reviews, the process will be similar to responding to customer reviews, but there are a few nuances. One positive aspect of employee reviews–even if they’re negative–is that you can influence your organization to make changes based on employee feedback.
If you’re noticing a common thread among negative reviews around micromanagement or time-off policy, you can work with your leadership team to identify fixes that will make current employees happier to work at your organization and can help attract top talent.
Promote your Organization on Job Boards
While many job boards allow you to post jobs for free, you can increase your chances of getting seen by the right applicants by promoting your openings on those job boards.
When you promote your open positions and organization through job board advertising, you can show up ahead of other listings on these sites, increasing the chance that candidates will click on your posting instead of a competitor’s.
Employ Email Marketing to keep your Brand top of Mind
Once you’ve collected a candidate’s information, you can keep your organization top of mind through email marketing. Consider sending emails to your list regarding relevant awards you’ve won (like Best Places to Work in Houston), spotlights on how your teams are coming together during the pandemic while working remotely, or a client your organization recently helped see success–along with open positions.
Think about what prospective employees would be interested in and what can set your brand apart from the others vying for their applications. If you can continue engaging your talent network, you can increase your chances of reeling in the perfect fit for your open jobs.
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