5 Ways to a Better Recruitment Marketing Strategy
An effective recruitment marketing strategy plays a pivotal role in the success of a company. It helps employers identify the best candidates for the job and market their business as an ideal opportunity for job seekers. Here, AMNY Recruitment Marketing provides five marketing tips you can apply to your business’s recruitment plan to help ensure it’s on the right track.
1. Diversify Your Recruitment Marketing Tactics
When employers are looking for new talent, they often advertise specific positions on job boards and employment websites. But is it enough to attract the ideal candidates? Using a wide range of digital recruitment solutions helps broaden your reach. These include:
Targeted digital ads
Website content, like infographics, videos, and blog posts
Pay-per-click search engine marketing (SEM)
Search engine optimization (SEO) strategies
Email marketing campaigns
Social media recruitment
Diversifying your strategy also gives you a better chance to tell your brand’s story and market your company. What makes your organization unique? Why should people want to work for you? Branching out gives you the chance to show potential candidates what it means to be part of your organization’s culture, values, and mission before they even hit “apply.”
2. Track Recruiting Metrics
Building a large talent pool is great, but only if you can manage it well. An applicant tracking system makes it easy to access potential candidates, see what they bring to the table, and start a dialog. Some companies also use their talent pool to ask for referrals.
The first thing to examine is candidate sourcing. When you’re utilizing a wide range of tools to attract applicants, it’s important to figure out where the bulk of your candidates come from. Are your LinkedIn job postings yielding results? Or do your social media campaigns work better? Next, compare those tactics with what didn’t pan out so well in your strategy and make meaningful changes. Spending the most time and resources toward the most fruitful channels increases your chances of success.
Beyond the application process, other valuable metrics to consider include:
- Interviews per hire: Comparing the number of candidates your hiring manager interviews per job opening can give you a clearer picture of where your recruitment strategy needs refining.
- Offer acceptance rate: Once you’ve found the ideal candidate(s), how many accept your offer? Sometimes an updated benefits package can make all the difference in your results.
- New hire turnover rate: If many of your new hires don’t stay long, there could be an issue with your recruitment marketing funnel.
3. Take Advantage of Employee Referrals
Your employees maintain their professional networks. They have friends, clients, colleagues, schoolmates, and other connections on LinkedIn and their address book. When a position opens at your company, your current employees likely know someone who’s a good fit for the job.
Implementing an employee referral program is a win-win – it supports both recruitment and retention. Referral candidates are likely people with the skills needed for the job, and they’re willing to apply because they’ve learned about your company from someone on the inside. Employee referral programs may work in different ways, but some companies offer incentives to current employees for candidates who prove to mesh well with the culture.
Not to mention, a successful employee referral program speaks volumes about your company’s culture. If your employees are referring friends and family for open positions, it probably means they enjoy working for you and are excited about sharing their passion with others. It can also help your current employees feel empowered to positively impact their teams and the company as a whole.
4. Leverage Passive Candidates
You never know who’s casually looking for a new opportunity. For example, 40% of workers were considering quitting their current jobs in late 2022. Some people are pretty satisfied with their current career, but wouldn’t hesitate to quit if a better offer came along from someone else. Others are looking for something that aligns better with their values or professional goals, but not urgently. These are your passive candidates.
If your talent pool is narrow or the unemployment rate is low, appealing to casual job seekers can be an ideal way to fill out your organization. Some strategies for attracting passive candidates include social media campaigns and employee referral programs. If you advertise on the web, just make sure it’s mobile friendly so that they can find you while job searching from virtually anywhere.
5. Develop Job Candidate Personas
When jobs open at your company, you likely have a good idea of the types of candidates that will succeed in each role. An adequate recruitment marketing strategy is to create a persona for the types of candidates you need. Personas are fictional characters that embody the traits of your target audience. This strategy can help you carve out a clear plan of action and land that perfect hire that completes your team.
If you need help defining or tailoring your recruitment strategy and marketing solutions, reach out to our team. AMNY Recruitment Marketing is experienced in helping companies find the candidates that best suit their company. Contact us to set up a consultation today.