Currently, there is a lot of unrest in the labour market, from employee turn over to burn out to thriving in a candidate market to attracting top talent.
One of the solutions that have come out of this unrest is Recruitment Marketing. Recruitment marketing play a huge role in talent acquisition and remaining competitive in your industry.
Some HR departments might already be engaging in recruitment marketing activities without a defined plan to direct them.
However, HR divisions need to start putting a systematic recruiting marketing plan into practice. By doing so, they may pinpoint the weaknesses in their strategy and enhance their effectiveness and success.
We’ll provide a brief introduction of basic fundamentals and best practices to aid HR professionals in understanding the concept of recruitment marketing.
So what is Recruitment Marketing?
Recruitment marketing is the technique that involves using marketing strategies to recruit employees for your business.
As employees started to have more control over their workplaces, recruitment marketing became more important than ever. You must use every effort to position your company as the top employer as the battle for great personnel gets more difficult.
Because of how crucial recruitment marketing has become, HR departments have established jobs and career paths for recruitment marketers. It may become quite a time-consuming activity, so putting all of your attention into it is a wise decision.
What are it’s benefits?
The ability to draw competition in difficult employment markets has previously been mentioned, but it goes further than that. Recruitment marketing can assist you in attracting prospects, particularly the best ones.
Some employees might perceive you as something other than a premium destination if your company branding lacks additional quality and attraction.
In the same way that you would pitch your goods or services as a worthwhile investment, you should promote your company as a fun place to work where staff members will be inspired to show up for work and remain engaged.
There is a marketing funnel for recruitment marketing that is very similar to the one you would use for consumers. We’ve divided it into a few standard steps:
Awareness
Nowadays, many workers aren’t actively looking for new jobs, so general “now hiring” ads might not attract the greatest applicant pools. Instead, try spreading awareness on networking sites to alert potential applicants wherever they are online. The best professional social media site for finding people for salaried or corporate roles is LinkedIn.
However, Instagram and other social media platforms show to be effective recruiting platforms by emphasising your company’s culture if you are looking for individuals for hourly or service industry employment. These are places where people congregate even if they aren’t actively looking for a job, creating larger candidate pools.
interest
Now that a possible employee is aware of your company and employment opportunity, what are you doing to pique their interest?
Medical insurance, pension, allowances are benefits frequently mentioned by businesses as part of their interest-generating marketing. However, in the current state of the market, this can often fall short.
Instead go a step further by emphasizing your company’s culture, telling the story of the employee’s work experience, and describing how the company accounts for the value of workers and their personal lives and health.
Conversion/ Decision
You’ll want to make sure you finish strong by securing their decision if your plan has been able to draw in and hold the attention of potential employees.
You want to complete selling your company to potential employees at this level of the recruitment marketing funnel by completely describing the scope of your offer. In order to be specific, you must break out your perks, payment conditions, and whether or not the position allows for remote or flexible work.
You want to be sure you can respond to any queries an applicant may have or pose.
Application
Even if you do all in your power to attract candidates, some may still be hesitant to apply. By streamlining the application and hiring processes and making it as easy as possible for people to contact your company, you can prevent this.
Candidates will adjust their portfolios so that they best meet your needs. They can also anticipate a protracted interview procedure.
Let’s say you can increase the effectiveness of your hiring. In such situation, you can start to eliminate more of the burdensome steps in the application procedure, making it even simpler for potential employees to consider working for your company.
For a more in-depth look at Recruitment Marketing have a look at this HR BREW blog.
