Recruitment marketing

Recruitment marketing has been developed in response to the competitive nature of today’s jobs market. Essentially, it refers to techniques that companies can use to raise awareness of their brand, attract interest from candidates and encourage them to apply for available positions. As recruitment marketing makes companies more attractive to prospective employees, businesses that invest in the strategy are likely to do well in the current jobs market.

The bulk of the recruitment marketing process takes place before candidates have even applied for a vacant position. The aim of the strategy is to ensure that as many potential candidates as possible are aware of your company. You can then use various techniques to pique candidates’ interest and funnel them towards the application part of the process.

Candidate experience

All too often, businesses don’t put any thought into the way candidates experience the recruitment process. Although this may not have been an issue when there were plenty of applicants for each vacancy, with fewer professionals now looking for jobs, candidate experience is incredibly important.

The thinking behind the strategy is that, the better the candidate experience is, the more likely professionals will be to choose your company over a rival job offer. Candidate experience can make the difference between getting your first-choice candidate and getting someone who’s second best. When you’re trying to build a successful team, this can be a real game changer.

There are lots of ways to improve the candidate experience. Try to keep applicants informed about the recruitment process from start to finish. When job hunters come to your office for their interview, think about how you can give them a positive impression of your company. Be polite, don’t keep them waiting and introduce them to other members of the team. The more accommodating you are, the more likely they’ll be to accept any job offer you might make.

Recruitment automation tools

The recruitment process has become increasingly digitalised over recent years and this process shows no signs of stopping. A lot of companies use applicant tracking systems, or ATS, to help pick out CVs that contain specific keywords. Although this technique is by no means foolproof, it can help businesses to narrow down their potential hiring pool and streamline the process.

If your company has done particularly well at recruitment marketing, you may well be struggling under a hefty pile of applicant CVs. Using automation tools could help to lighten the load and speed up the process while still ensuring you’re left with the highest-quality candidates.

However, if you’re going to automate your recruitment process, you need to be confident that your digital tools are up to scratch. All too often, talented candidates are accidently rejected because their CVs don’t contain a precise keyword or phrase. Check that your systems are working properly before you start using them in the recruitment process. If they’re not giving you the results you need, it may well be worth using the services of a professional recruitment company or doing things the old-fashioned way and going through applications by hand.

Employer branding

Employer branding is fairly similar to recruitment marketing. Essentially, you’re trying to give your business a strong identity so that it appeals to talented job hunters. The better your business is branded, the more likely it will be to attract the right applicants, so putting time and thought into its image is crucial.

The benefits of employer branding become obvious when you look at recent statistics released by LinkedIn. According to the professional networking site, around 75% of job seekers research a company’s reputation and branding before making an application. Companies that have poor reputations and branding will often struggle to attract key talent and may also find it difficult to retain the employees they do have.

Talent sourcing 

Rather than sit around and wait for high-quality candidates to come to them, more and more businesses are opting to source talent directly themselves. Taking a proactive approach to recruitment can help businesses to secure high-quality candidates before their rivals. This can make a big difference to ambitious companies, especially in today’s competitive business environment.

However, in order to implement an effective talent-sourcing strategy, businesses need to have a clear recruitment policy in place. When approached by a business, professionals want to see that there is an obvious place available for them in an organisation and that the transition to their new employer will be easy to manage.

As the candidates who are approached by businesses using this strategy won’t be actively looking for jobs, companies need to ensure their branding is in place before they begin the process. Working on candidate experience and marketing recruitment will also help businesses to get better results when approaching professionals directly.

With 2019 now well under way, updating and revising your company recruitment strategy is important if you’re going to stay ahead of the competition. Discover more about finding and hiring the best people for the job by exploring or getting in touch with a member of our  team.