VIEW OUR SHORT PRESENTATION on essential tips for Recruiters and Talent Acquisition specialists who are no doubt in full swing of actively recruiting, sourcing, and working hard to secure the best and most sort after talent.
Leveraging existing candidate databases, boomerang employees, silver-medallists, WOM referrals, advertising on job boards and actively sourcing might be just some of the channels you might very well be utilising. But is this enough? As with product/consumer marketing, you need to be actively targeting, marketing, and promoting your brand and latest offering. In the recruitment world, this is no different, as it relates to elevating your employer brand, EVP (Employer Value Proposition), and job opportunities, if you want to fly above the noise and gain the attention of both your active job seekers and passive talent,
LinkedIn predicts that The Person for the 2022 Year will be you as Recruiters highlighting the trials and tribulations you’ve had to navigate through the pandemic. There will be a demand for your skill, knowledge, and experience, but at the same time, your role will become increasingly demanding.
Posting on career sites and waiting for traction and action won’t get you there. You need a call to action. A combination of a solid recruitment marketing strategy, a frictionless and great candidate experience, and solid recruitment and talent acquisition “marketing” team, is essential.
Recruitment Marketing Essentials:
- Go beyond the job specification requirements: Thoroughly unpack the job brief over and above skill, experience, and knowledge. Nowadays, candidates seek a fuller understanding of the team they will be working with, their personal sense of purpose, impact and belonging, how their values align with your organisations, skills upliftment, potential career development, etc.
- Build your personas and target your audience: Make the time to gather a clear understanding of your target audience and personas you wish to attract as this can save you time, and attract the right and repel the wrong talent.
- Content is King – a relevant, concise, and competitive EVP (Employer Value Proposition) and JVP (Job Value Proposition) will assist you in informing your job seeker prior to your filling your high-demand roles. Listen to the candidate market needs and exercise agility to adapt to volatile talent market needs) 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand (Glassdoor)
- Multi-media Channels – with multiple social (Facebook, LinkedIn, Snapchat, Instagram, Twitter) and digital (career website) media channels and offline (Employee and candidate referral programs, open days, word of mouth) channels, utilise multiple channels if necessary to test and address your audience reach. 86% of job seekers say they use social media for their job search (CareerArc) 84% of companies are currently using social media for recruiting (SHRM)
- Get Creative with digital tools – static, attractive banner ads, dynamic motion graphics, and short videos (recruiter, employees and Hiring Managers) to assist you in flying above the rest. Humanize the candidate experience through better interaction with your audience. Shift your recruitment marketing advertising to becoming dynamic, eye-catching, and memorable. Glassdoor confirms that users are 44% more likely to engage with brands that post pictures or videos than brands that don’t.
- Create an exceptional candidate experience and call to action – effortless/frictionless channels elevate your candidate levels of engagement and assist in fast-tracking losing your ideal candidates. 60% of job seekers give up on applications because of the complexity (Recruitee)
- Recruitment is Marketing & Branding – Recharge Talent Advisors to be – receptive, energised Recruiters/TA specialist that are true EB advocates – ready, waiting and fully equipped/knowledgeable to have the critical conversation around not only your job requirements but able to provide prospective employees clarity on your JVP, team culture, EVP and brand positioning/reputation. 86% of HR professionals surveyed indicated recruitment is becoming more like marketing (Glassdoor)
- Measurements and KPI’s – data analytics is essential to measuring your recruitment marketing activities i.e. career website traffic, job views per job, digital impressions, social engagement, candidate quality, time to fill.