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Recruiting Strategies You Should Copy From Fortune 500 Companies

Wednesday, February 24th, 2021

Recruiters and small businesses are facing many difficulties in today’s highly competitive job market. Fortune 500 companies are continuously utilizing large budgets and established reputations to attract the best candidates out there and smartly obtain the already gained advantage. But the truth is, what makes these large companies successful in the hiring process are effective recruitment strategies

It was found that recruitment marketing strategies are what most Fortune 500 companies have in common. Almost all of them are using recruitment practices and technology to attract and hire top talents and ensure business prosperity. Search engine optimization, advertising, and social media are only some of the latest marketing tactics used to find and engage new candidates. In this article, we’ll discuss each one of them, and help you use recruitment strategies like a Fortune 500 company. 

Optimize Your Career Site

Your career site is the first thing every candidate will check out, and we all know how important the first impression is. Thus, the site should be slick and intuitive and allow candidates to set up a profile within a few clicks and quickly apply for the job. By simplifying the application process, you get to keep people on your site, especially those applying for multiple jobs who can’t be bothered with complicated procedures. 

However, having a good career site means nothing if people can’t find it in the first place. That’s why you should use search engine optimization (SEO) to ensure search engines will direct people directly to your site. Building a convenient career site is just as important as allowing it to rank. 

Share Employee Stories

Speaking of the career site, you should enrich it with employee stories. Candidates love to hear first-hand experiences before they apply, and what would speak better about your company than its current employees? 

By sharing the experiences of your employees, you don’t only create brand awareness but make things easier for potential applicants. Instead of digging on the internet for reviews on the company, candidates can easily find them on your career site. That’s certainly something that builds trust and attracts people to the company. 

Offer Landing Pages and SEO Specific Content

If you visit Fortune 500 companies’ career sites, you’ll notice they are far from basic and generic. They recognize the importance of having user-friendly sites that provide the necessary information for all the different candidates. Simply put: they use landing pages. 

By creating landing pages for each job function, you make it easier for candidates to browse through the jobs and pause only on the most relevant ones. At the same time, you can maintain the simplicity, elegance, and functionality of your site. 

Just don’t forget that creating SEO-focused content is essential with landing pages and the entire site, in general. You want to rank highly with your ads, job postings, and other content, which is achieved only through smart writing. Some companies even use hashtags strategies to create a strong brand on relevant social media, including LinkedIn, Twitter, and Instagram

Go for Mobile-Friendly Design

Do you know that some Fortune 500 companies don’t have a mobile-friendly application that would allow candidates to apply for jobs from their phones? Considering how much time we spend on our phones rather than computers, this is a huge shortage in the recruiting marketing strategy. We suggest you invest some time and effort to design a site that accepts mobile applications, as you are likely to receive more applications with it. 

Build Specific Social Channels and a Talent Network

Social media holds immense power for recruiting marketing. Don’t miss utilizing it properly. You can create career-specific social channels to advertise and post information on career opportunities within the company. We are not talking only about LinkedIn – having profiles on other channels such as Twitter, Instagram, and Facebook will help you create a strong social media voice and widely-present recruiting marketing strategy.  

A talent network also works wonders in reaching prospective candidates. For example, you can give people an option to subscribe to a newsletter and receive relevant information about job openings and other important news. 

Add Images and Videos in Job Descriptions and Ads

Today, it’s not enough to create an engaging job post and use sponsored spots to reach candidates looking for employment. Because of the high competition in the industry, recruiters who use visual elements in their job posts are more likely to attract more candidates. 

Visually interesting posts have a greater chance of grabbing the attention of prospective candidates and making them stay on the site. Videos and images that share the company’s culture and values can greatly increase website traffic and chances for a successful recruitment process. Therefore, think about implementing the strategy and telling a unique story about your business. 

Implement an Applicant Tracking System (ATS)

Considering remote work will be in effect for a while, investing in online recruitment strategies is more important than ever. One of the tools that can be incredibly useful for hiring purposes is an applicant tracking system (ATS). An ATS serves for candidate tracking and managing, but it’s much more than that. This tool regulates job descriptions, offers, postings, applications, and more. It helps recruiters schedule interviews, compare and rank candidates, and make an informed final decision. 

All in all, an ATS is a smart tool that ensures an effortless and successful recruiting process. The ones such as VivaHR are even designed to accompany social media sites and external job sites, allowing you to combine different marketing methods and use recruitment strategies like a Fortune 500 company.

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