When it comes to making a new hire, you want to find the best possible candidate. You want an employee who not only has the experience and expertise to do their job well, but also one that fits with the rest of the team and thrives within the unit. Just making posts on job boards and other minimalist tactics just are not enough to find this superior candidate.
To find the best possible talent, these organizations need to have a full recruitment strategy. When you take the time and make the effort to find these key new hires, you help to ensure that everyone fits together better in your organization, which lowers turnover. Your listings will be seen by everyone-- including passive candidates-- improving your ability to target the new hires.
Let’s explore together five major components of a superior Recruitment Marketing Strategy.
Define your employer brand
You have to think about the job recruitment process from the perspective of potential employees. They want a particular working environment.
Identifying your workplace brand helps to unearth the candidates that will fit in well, while the workplace brand’s associated cultural expectations help to weed out the candidates that do not fit well.
Match your company’s core values to the values of your potential candidates and actively manage your brand to get the best possible results. Consider your company’s Employee Value Proposition (EVP) as you define your culture. An EVP outlines the benefits people receive in return for the work they perform at your company.
Create a candidate persona
In the same way that you would identify personas to help you better target key customers, you want to use a target persona to identify your ideal hires. This will help you target your recruitment material towards what interests these particular candidates.
Personalization can also improve the experience of the candidate, helping them envision themselves at your organization.
This persona will influence how your job description will be written and where you will go to find candidates online, so think carefully about how you want to construct yours.
Implement an Applicant Tracking System
The number of candidates you want to track will influence whether you can manually follow all potential candidates or whether you will need software to help you. Applicant Tracking Systems (ATS) help you weed out spam applications and others who cannot be considered serious contenders.
ATS allows you to assign scores to candidates to keep them organized by priority. You can ensure that all the candidates meet certain prerequisite skills or experiences so that you do not waste time reviewing unqualified applicants.
However, brands must be careful about when they use ATS, because it may pass over a fantastic hire who is missing a single prerequisite that could have been easily taught.
Nurture your talent pipeline
In a similar process to how you would nurture prospects in your sales funnel, you want to nurture your talent. Qualified people who applied for past openings but were not chosen can begin to form a talent pool.
You can also look at talent communities as well as consider current employees who might look for a promotion or job change.
At the same time, build relationships with people in the field through email, social media, and other touchpoints. This will make it easier to bring together a diverse pool of talent, helping you have a wide variety of applicants when it comes to making a hire.
Engage passive candidates with an integrated marketing strategy
You want to also consider wonderful candidates who might not have thought to look for a new job. Marketing a job to this kind of candidate has many traits in common with the process of marketing a product to prospective clients.
You want to use a variety of channels. Social media can help you feel out interest in your field and find potential hires. Radio advertising also makes it easy to get your message about openings to people from a number of different backgrounds, which can also help you reach your prime target. It can also ensure that you get your opening in front of a passive candidate who might not have been actively searching for positions.
When you build a strong recruitment marketing strategy, you strengthen your organization by reducing turnover and finding the highest-quality candidates that will fit your organization. It lessens the time and energy needed in the recruitment process and makes it easier to track your hiring process and optimizing over time. You can create a more personalized experience for your candidates while also raising brand awareness for your business. Consider how you can use a recruitment marketing strategy to help your organization.