Guest Article

10 Effective Recruitment Marketing Strategies for HR Pros

Recruiters face constant challenges in finding and retaining top talent. The job market is fiercely competitive, and many industries suffer from talent shortages. Technology evolves rapidly, making it harder for companies to keep up.

A recent survey revealed that 62% of recruiters believe finding quality candidates is more difficult now than it was five years ago.

This makes it crucial to stay up-to-date with the latest requirements and modify your recruitment strategies accordingly. In this blog, I will go through ten latest recruitment marketing strategies that can help companies boost their visibility, engage candidates more, and discover the best talent.

Let’s get started!

What is Recruitment Marketing?

Recruitment marketing is like putting out a giant “We’re hiring!” sign, but way cooler.

The process is about attracting talented people to your company by showing them why it’s a great workplace. It goes beyond simply advertising open positions.

Instead, it focuses on building a strong employer brand that highlights your company culture, values, and employee value proposition. This can involve creating content like blog posts, social media campaigns, or even employer branding videos.

By showcasing what makes your company unique and desirable as a workplace, recruitment marketing helps you build a pool of qualified candidates interested in working with you.

Now, let’s have a look at how exactly you can achieve the goal of attracting top talent to work for your organization.

10 Recruitment Marketing Strategies to Attract Top Talent

1. Build a Solid Employer Brand

Companies need to have a good reputation as a great place to work to attract the best employees. This means showing off the company’s values, culture, how engaged your employees are and the work environment in a positive way.

You can do this by sharing stories from employees, talking about the company’s accomplishments, and posting behind-the-scenes stuff on your website and social media.

Employee engagement plays a crucial role here.

Engaged employees are likely to interact with the company’s social media pages which results in creating a strong employer brand.

For example, you can create a “Day in the Life” video series featuring different employees, or post on social media highlighting team successes or individual employee experience.

Source 

Also, make sure you always share the same message about your company and it fits with your overall business goals and values.

2. Increase Search Visibility Using SEO & PPC Ads

When aiming to maximize your website’s visibility to potential candidates, using both search engine optimization (SEO) and pay-per-click (PPC) is the way to go!

When these two marketing strategies complement each other, you can expect increased visibility, valuable data, heightened brand awareness, high-quality content, enhanced traffic, and more.

Make sure your career page and job descriptions have relevant keywords for job seekers. With PPC ads, you can even target specific demographics and job titles. For example, use keywords like “marketing jobs” and direct your PPC ads to marketing professionals.

Creating high-quality industry-related content such as blogs and articles can also improve your organic search rankings. This two-pronged approach boosts the likelihood of your job openings appearing at the top of search results, driving more qualified candidates.

3. Improve Candidate Experience With Mobile Recruiting

Make sure that when you’re hiring new people, the whole process works well on phones and tablets. Your company’s website where you advertise jobs and accept job applications should work smoothly on mobile devices.

It should load quickly and look good on any screen size. You can further simplify the process with shorter forms, easy resume uploads, and the ability to save progress. Using text messages to send interview reminders and updates is a good idea too.

When you’re advertising job openings, make sure the descriptions are easy to read on a phone and that it’s easy for people to apply for the job using their mobile devices. It’s also a good idea to do job interviews with video conferencing and flexible scheduling.

4. Create an Attractive Career Page

Your career page is often the first place potential candidates will explore, so make it engaging and informative. Highlight your company culture, values, and benefits, and share employee testimonials to give a personal touch.

Use visuals and videos to showcase your work environment and provide a glimpse into daily life at your company. Ensure the page is easy to navigate with clear sections for job listings, application instructions, and details about the hiring process.

An attractive and user-friendly career page can significantly boost candidate interest and applications by making a strong first impression and offering all the information they need in one place. Here’s an example of a simple yet engaging career page.

5. Setup Employee Referral Programs

Employee referrals are one of the most effective ways to find top talent. Your current employees can help identify and refer qualified candidates from their networks. To motivate them to refer more candidates you offer incentives and rewards in exchange for successful referrals.

You can set up a structured employee referral program using VIVAHR that can help you cut down your recruitment time by 50% and even make your hiring process more efficient.

This not only helps you find quality candidates but also increases employee engagement and satisfaction by involving them in the hiring process. It’s a win-win situation that can enhance your recruitment efforts and build a stronger team.

6. Use Social Recruiting

80% of candidates are considered passive job seekers, indicating that they are currently employed but open to considering better job offers if approached.

These candidates may not be actively searching through job boards, making social media a convenient avenue to connect with them.

By sharing job openings and engaging with your social media followers, you can capture the interest of potential candidates, streamlining and expediting the recruitment process.

You can use Vivahr’s Social Job Sharing feature to easily create a job posting URL that can be circulated among employees and partners for sharing. This URL can be used to post job openings on websites, social media, or anywhere else online.

7. Utilize Email Marketing to Nurture Candidates

Once you have got a list of interested candidates or some good leads, you can start using emails to nurture them. This is a great way to keep potential candidates engaged and maintain a talent pipeline.

Create a nurturing email campaign with the purpose of familiarizing them with the brand, keeping them posted about job openings, and eventually converting them. Try segmenting your email list to send personalized content to different groups, ensuring relevance and engagement.

Use subject lines that are to the point and use email tracking to check how your campaigns are performing. Be regular with emails to keep your company top-of-mind for candidates, increasing the likelihood of them applying when a suitable position arises.

Source

8. Use Recruitment Chatbots

Recruiters are not always available to answer candidates’ questions immediately, but a chatbot can fill this gap. By employing a chatbot, you can ensure 24/7 availability and reduce a significant portion of your initial workload.

A chatbot provides swift and precise responses to common or frequently asked questions, such as inquiries about job descriptions, location, or essential job skills.

Moreover, recruitment chatbots are adept at conducting the initial screening of candidates. They can evaluate resumes and applications based on predetermined criteria, effectively identifying the most promising candidates.

This automated screening process saves considerable time and allows recruiters to concentrate on more detailed assessments.

9. Invest in the Right Hiring Tools

Investing in the right hiring tools can make a significant difference in your recruitment process. Tools like VIVAHR offer features for recruiting, candidate management, employee referrals, social recruiting, candidate qualification, and collaboration.

It also helps streamline workflows, improve collaboration, and provide valuable insights through analytics. By using these features, you can optimize your recruitment strategy, reduce time-to-hire, and attract top talent more effectively.

VIVAHR can help you manage the entire hiring process from start to finish, making it easier to find and hire the best candidates for your organization.

10. Host Killer Recruitment Events

Lastly, recruitment events are a good platform to spot and connect with potential candidates in a more personal and interactive setting. You can organize job fairs, open houses, webinars, and networking events to showcase your company and its opportunities.

In these events, try to provide valuable insights about your industry and career growth paths. You can even promote these events through social media, email marketing, and partnerships with industry organizations to expand your reach and get more people to join.

These events also give candidates a chance to learn more about your company and see firsthand what makes it a great place to work. Here’s how Spotify pulled up their recruitment event – Diversify

Source

Spotify promoted the event through word-of-mouth advertising and achieved a 43% female and 57% male participant ratio, unseen before at tech events.

Recruitment Marketing Strategy For Your Organization

Attracting top talent involves a multifaceted approach. No matter which strategies you choose to promote your hiring campaigns, you must focus on showcasing your company culture authentically and consistently across all platforms.

Closely analyze the process to understand where your best candidates are coming from and double down on those channels. Also, make sure to create a seamless application process and maintain open, honest communication with candidates throughout.

And the final piece of advice for all recruiters – Don’t forget to engage with passive candidates – those who aren’t actively looking but might be open to new opportunities.

Sometimes the best talent is already employed but willing to make a move for the right opportunity. Keep them in mind and nurture those relationships!

Author Bio:

Pratik Shinde is a Founder at Growthbuzz Media, a Content Creator at Make SaaS Better, and an SEO enthusiast. He helps fast-paced B2B SaaS startups acquire customers through organic marketing efforts. He likes reading philosophy, writing non-fiction, thoughtful walking, running, and traveling.