In this digital age, recruitment has advanced significantly, requiring recruiters to engage with candidates for jobs much more frequently and continually spend money promoting their brands.
To locate, attract, engage, and develop talent before they apply for a job, a company uses a set of methods and tactics known as recruitment marketing.
Given that top candidates are hired within 10 days, recruitment marketing becomes necessary for your company's long-term viability. But don't believe this will be a simple task.
Recruitment marketing can sometimes be challenging because there are three distinct audiences: social media, candidates, and competing agencies.
Recruitment marketing is the key to high-volume recruiting.
70% of the candidates look for open job positions on their phones.
What is Recruitment Marketing?
Recruitment marketing is known to build and promote an organization's Employer Branding and Employee Engagement to recruit and hire top talent.
In other words, the technique of luring talented candidates to your company through marketing to them is known as recruitment marketing.
The fundamental objective of recruitment marketing is to encourage potential candidates to submit applications for the open positions your organization is currently hiring for. Talent acquisition begins with recruitment marketing.
There are six stages in the hiring process: awareness, interest, active search, application, interview/evaluation, and hire.
Recruitment marketing concentrates on the top half of the funnel to move candidates down the talent pipeline. Recruitment marketing aims to raise awareness, stimulate interest, prompt thought, and motivate potential candidates to apply for open positions. Your recruiting software (if you’re struggling to choose one, then Recruit CRM is one of the best Bullhorn Alternatives) must be marketed regularly to hire candidates.
The recruitment marketing strategy also focuses on improving the candidate experience and increasing candidate engagement.
Recruiters can promote their employer branding and raise brand recognition through recruitment marketing. Many organizations are implementing this discipline to recruit talented individuals.
Recruitment marketing requires strategic planning and frequently involves working with marketing departments.
Therefore, you should start with recruitment marketing if you want to increase brand awareness and draw customers to your business.
8 Recruitment Marketing Mistakes Recruiters Make
Here are the most common recruitment marketing mistakes which recruiters make:
1. Boring Job Descriptions
The most typical error in recruitment marketing is the first one.
Specifically, the majority of recruiters create sterile, dull job descriptions that deter talent more often than they attract qualified prospects.
How do you stop it? Writing attractive job postings with detailed tasks and deliverables descriptions is a straightforward solution. Just make it plausible and get rid of clichés from your writing.
2. Impersonal Communication
Mass mailings are killing candidate engagement. Since recruiters are always busy, having a personal call with each applicant is not advocated.
Personalization, however, always produces superior outcomes.
At the absolute least, spend some time segmenting your communications and analyzing your data. Also, don't undervalue the time and resources needed to create a precisely segmented and specified database.
Consider automating the company procedures that will provide a better customer experience.
This can consist of automated web applications and product feedback platform that are practical for them and save up your team's time.
3. Do not rely too much on Paid Media
Too many recruitment agencies devote most of their time and resources to paid media, such as LinkedIn or job boards.
These are excellent instruments for increasing market share or entering new regions.
Unfortunately, they don't make you stand out, and if you aren't effectively analyzing and reporting on your acquisition expenditure, you can even be wasting money!
You need a plan in place if you want to create your own robust database and network of connections.
The simplest method to achieve your plan is through the digital platform that you have total control over, which is your website. Build a quality website and put a lot of effort into it.
You are missing a trick if increasing organic traffic is not a part of your action plan!
4. Focus on Original Content
Although it gets overused, content truly is king.
Your material is more likely to be read and shared if it is higher quality, more pertinent, valuable, and focused.
Either internal or external content creation is possible. It is always advised to combine the two.
Then, be sure to properly focus your content on the readers you want to attract.
You cannot afford to keep the firm website devoid of extremely pertinent specialized pieces because content marketing is simply a logical extension of recruitment marketing.
Instead, you must increase brand authority by creating and publishing outstanding original content demonstrating the company's professionalism and reliability.
5. Different Sales and Social Media Plans
Many salespeople operate independently from the marketing and social media teams. That tactic will no longer be effective.
Salespeople make up your social team, and your salespeople ought to be adept at social media. Otherwise, your brand may appear disconnected or even contradictory. All methods must be in line with one another.
Having a social media policy is necessary. In fact, if you use LinkedIn without a policy, your employees could leave the company with all of your important contacts. It is preferable to prioritize CRM.
To preserve your recruiting agency, you don't need to mute your employees. You may rely on them to be your desired online advocates. Promote the behaviors that you do want them to exhibit.
6. Limited E-mail Subscription List
Another recruitment route that many recruitment agencies overlook is email marketing.
It's a serious error, especially given that email is the preferred method of official corporate communication.
Your daily task should be to create lead magnets and build a subscriber list. This is one of the greatest ways to maintain contact with the target market and keep them up to date on new developments and employment prospects.
Cold emails are the greatest source of hiring candidates.
7. Complex Application Process
Recruiters also need to realize that applicants dislike lengthy and difficult application processes.
You must cater to their appreciation of minimalism by creating easy-to-follow application procedures. They value the idea that less is more.
Take all necessary steps to make the application process short and simple, such as reducing the number of sign-in forms and making your pages responsive to mobile devices.
8. Short-Term Thinking
You cannot approach recruitment marketing seasonally or on an as-needed basis because it is a long-term process.
Internationally talented candidates frequently browse company pages to explore new chances and search for intriguing careers.
You can be sure that your reputation with the people you want to attract will suffer if you just engage during hiring times.
In Final Words
In the end, marketing is about how consumers view your brand, and this perception is shaped by each and every interaction they have with you.
Therefore, it would be wise to invest in effective marketing if you intend to scale or maybe sell at some point.
In your effort to attract top talent, traditional job postings can only get you so far; thus, you should seriously consider creating an effective recruitment marketing plan. You must be aware of the typical errors in this area.
Please note these 8 errors in recruitment marketing and avoid them!