The efficiency and effectiveness of a company’s workforce are evident in the quality of service produced and the total output of that organization.
For this reason, many businesses put considerable effort into recruiting the best candidates during the employment process.
This employment process does not begin when interested candidates send their applications or the company puts out an advertisement.
Proper employment process begins with recruitment marketing.
What is recruitment marketing?
Recruitment marketing is the strategic process of creating a connection with and communicating an organization’s value proposition to attract and recruit the best talents.
Recruitment marketing is an essential skill for HRs, headhunters, and hiring managers who want develop a positive relationship with a specific set of people and recruit the best among them.
It is important to note that as an organization, you are in never-ending competition with other leading organizations to onboard the best professionals who will help your company or team soar higher and achieve set goals.
This article highlights five distinctive ways to hone your recruitment marketing skill and make candidates choose you over your competitors.
1. Build a Solid Brand
Developing a strong brand not only puts you in front of potential customers; it also helps you attract the right employees. To build a recognizable brand for your business, you must first work on your website.
The kind of job seekers you are looking to attract will want to first check your website before applying for a job.
Any information available online concerning your brand will lead to your website, so you must ensure that you transform your website into an attractive, well-optimized, user-friendly website.
Sections like “About Us,” “Mission and Vision”, and others that contain information about your brand should be easy to find.
You can convert your website visitors into job candidates or free advertisers. First, you have to encourage them to subscribe to your newsletters.
Then, you feed them relevant information like your company culture, the application process, interview tips, etc.
Remember to make the application process seamless. Ask for feedback when they are done. They’ll be more than happy to tell other qualified candidates.
2. Give Candidates A Great Experience
Potential clients are not the only ones who deserve to experience the bright side of your customer service. Your job applicants also do.
Several statistics have revealed that job seekers get poor customer service when applying for a new job. Customer service is the first impression anyone gets about your company’s culture, and many companies fail to realize this.
If applicants are welcomed with rude treatment, their perception of your company will be that of hostility, and they won’t be encouraged to work for your company.
To provide this sterling experience, ensure that your job description is clear and concise. You can also create translated versions if you want to hire internationally.
Follow the job description with content that equips applicants with the best tips to prepare for an interview. You can also implement chatbots on your website for quick responses if any of the applicants need to resolve an issue.
3. Increase interest
When a potential employee finds a job ad that fits their role, one of the things they look out for is what they stand to gain from applying for the role.
Therefore, your recruitment advertisements must contain all the information you want your potential employee to have to keep them interested and get the best hires possible.
A good recruitment advert must include a value-driven job description; this is necessary to give the potential applicant the major highlight of what is expected from them.
Other information like salary range, incentives, medical insurance, and other information that could keep people interested in the job must be included.
This helps make your company attractive to potential employees so you can gather as many candidates as possible for the role.
You want to attract as many candidates as possible, so you have your choice of the best potential employees available.
4. Increase Your Site Visibility:
The more applicants you reach out to, the higher your chances of finding the best talents to employ. If you want to reach out to more people, there are several tactics to drive more targeted traffic to your website.
First, you need to get registered on job search platforms. Many job seekers use job search platforms to save themselves from having to comb through the internet to find a job application.
Free and paid platforms offer this service, and you can both if your budget permits. Search Engine Optimization(SEO) and Pay-Per-Click(PPC) are other ways to increase your site visibility. PPC produces immediate results while SEO builds over time.
5. Use the Social Recruiting Technique
Social media has become one of the best places to meet your potential employees, given that there are over 3.5 billion active users worldwide.
These statistics prove that the best talents for your company are most likely on social media, and you need to build your presence will help you connect with them. This building and connecting process is referred to as social recruiting.
For effective social recruiting, you need to choose the right recruiting platforms where you think your potential candidates will be most active. Integrating HRIS implementation services can streamline recruitment processes by automating candidate tracking and improving data management, ensuring you connect with the right candidates efficiently.
Don’t restrict your reach to only LinkedIn. You can find people on Facebook, Twitter, and even Instagram. Ensure that your business account is updated, and anyone can easily send a message to enquire.
6. Build a solid “employer-employee” relationship
Building a solid brand goes beyond your social media handle or website design.
You should pay attention to what your current or past employees are saying about your organization.
The new professional you want to add to your team will also be looking for information about working in your organization.
A new recruit may have doubts about an organization whose staff have complaints about late payment of salaries or gender biases.
However, building a good relationship with your employees determines what they have to say about your organization; it’s also the key to strengthening your recruitment capacity.
7. Reach the right candidate
Organizations engage in recruitment marketing mainly to reach the right candidates. It can be frustrating to interview countless candidates and be unable to find an appropriate fit for the role or company culture.
With the advent of social media, reaching the right candidate has become easier as platforms like LinkedIn and Twitter have interest group communities where you can go on to post your recruitment ad.
For example, if you are looking to hire an international contractor to fill in a tech role in your organization, you can post the job advert with the hashtag #techjobs. Or if you need to hire a pharmacist you can join groups like "Pharma & Medical Network" on LinkedIn and add your job posting.
This strategy helps notify these communities that there is a new opportunity and also helps the organization filter candidates who do not fit the role.
8. Try a Referral Program
Word of mouth is arguably the most effective form of marketing. Ask employees to refer people who they think will be a good fit for the position you are looking to fill.
This system of finding talents helps you to filter unqualified candidates and reduce the time spent on the hiring process.
Asking friends and other field professionals can also help get the most qualified candidates. Attach incentives or bonuses for employees whose referees get employed.
The Game is Changing
If you have the best individuals in your team, you will effortlessly outperform your competitors and increase your productivity.
Recruitment marketing is an effective way to get the best candidates from the job market. This method was not prominent in the past, and it might become obsolete in the future.
In the past, recruiters were king; all you had to do as a recruiter was post an opening on a job board and the next minute, you have people in a queue waiting to see the interviewer.
It is a different ball game as job seekers now want to have more insight into the company they would be working for before applying. However, if you utilize the abovementioned strategies, you will surely get your expected results.
