How To Step-Up Your Recruitment Marketing

Talent acquisition is a competitive environment and for organizations looking to secure new team members a thought-out recruitment marketing strategy is vital. Modern recruitment marketing starts above the top of the funnel and doesn’t only involve engaging with applicants, but capturing the attention of anyone who may be considering a new career opportunity.

Attracting qualified talent is the first stage of recruitment marketing, and you don’t just have to be playing in spaces where job seekers look. Expanding your recruitment marketing efforts to capture the attention of high performing individuals who may not be actively seeking a new role broadens your audience and increases the potential of finding a great fit for your team.

Whilst traditionally many people view the recruitment process as a way for applicants to showcase their merits, however now it is just as important (if not more) that the organization sells themselves to prospective employees. Many applicants are considered passive, meaning that they aren’t necessarily scrolling job listings and sending our resumes. However, if you were to create interest in potential opportunities by showcasing your company culture and making yourself a desirable employer you are likely to receive more, and higher quality, applications.

Firstly, we look at how to generate that interest. As an employer you may know all the brilliant things about working at your company, but it is important that you have an effective communications strategy to help prospects realize these things as well. Your organizations digital presence is at the heart of this, with the vast majority of job seekers conducting their research online. It is more important than ever to have a strong social media presence that gives an insight into exactly what it is like to be a part of your team, backed up a website which provides more informative content about opportunities, benefits, and application process.

This window into your workplace can be achieved by sharing authentic content with plenty of team pictures, team achievements, and anything else that showcases your organizations culture. This should be supported by a thorough recruitment page on your website which gives potential applicants all of the key information they want to see before beginning the recruitment process. This whole process comes under the umbrella of employer branding is should be a joint effort before Marketing and HR.

When it comes to advertising any open positions, effective recruitment marketing means incorporating a multi-channel approach. Digital advertising is the most popular choice here, as companies can easily list and receive applications through third-party platforms such as Seek and Indeed. However, this should be paired with a social media recruitment drive to ensure that you are reaching people where they spend most of their time. As we mentioned before, not everyone is actively searching meaning it can be harder to reach top-tier talent.

Further, you should be utilizing your network of existing employees by asking them to share news of any vacancies via word of mouth. The likelihood is that your current team have connections through their personal, professional, and educational networks that could be a good fit. You can incentivize this through recruitment bonuses and help encourage your team to spread the word.

From here, it is important to keep applicants engaged and informed throughout the application process. Even if they don’t receive the roll at the end, they may have great potential for a future opening, so it is important to ensure that they have a positive experience. Ensure that communications are timely and relevant, and most importantly be sure to let unsuccessful prospects know the outcome of their application – nothing is worse than being left in limbo.

Asking applicants about their experience throughout the recruitment process, what drew them to your organization, and whether they would apply again in the future can provide valuable insights and help your team identify strong and weak points.

There is a lot to take on board here, and for some small companies implementing a thorough recruitment marketing strategy can be a significant task. There are a range of third-party resources and services available that can aid in just one part of the process or handle it for you from beginning to end. Recruitment marketing is an ever-changing activity, so explore through trial and error what works for your organization and be sure to take on board feedback from applicants and current employees.

Finding The Right Staff For Your Franchise

Employee performance is key to the overall success of a business, finding the right employee for your business can be challenging. The right employee can contribute positively to the work environment and can increase productivity, hiring the wrong employee can be very costly. So how do you find the perfect fit?

Before you even start looking for your ideal candidate, you need to develop a plan, this plan should cover the role, finances and how you will you go about recruiting a new staff member. Conduct an analysis to identify what skills are required of the role, collect information about the duties, responsibilities, outcomes and work environment. Prioritise what your team needs and look for traits that are complementary to this. This analysis is fundamental to developing the ‘Job Description’. By clearly defining the role, and what it encompasses, this allows the perfect Job Description to be written.

The Job Description should be as clear and specific as possible, using precise language to attract the right candidates. The description clearly identifies the tasks required, so any prospective candidates can determine if the role is suitable for them and understand what is expected.

The Job Advertisement should be explicit about the type of person the company is looking for. In the advertisement include 3-4 traits of the ideal candidate, selling points of the job, and outline any key tasks and training that will be offered. To avoid being flooded with generic applications, the Job Advertisement should be posted wherever it will reach the most suitable audience.

The interview stage of the hiring process is one of the most important steps, connecting the employer with the candidate. From the employers perspective, it is an opportunity to accurately assess competency, motivation, capabilities, achievement and fit. It also gives insight into the candidates personality. During this stage it is important to identify if the candidates ambitions and career goals align with the advertised position. Before an interview, candidates should be prescreened, credentials and applications should be reviewed and screened against job description to ensure a good match.

The interview is a powerful factor in hiring an employee, good questions help to separate desirable candidates from average candidates. During the interview, the interviewer should use a systematic approach, using checklists and scripted questions to avoid bias.

Don’t hire immediately after one interview, remember that you are in a relationship with your employee for a long time, so you need to make sure they are a good long-term fit your company. Take your time to analyse, and even conduct a second interview in a different environment if necessary.

After hiring employee it is important they feel cared for and welcomed. Conduct regular check ins with your new employee to monitor their progress and how they are performing in their role.

The key to a successful business is the team of employees conducting the daily operations. Employees directly relate to sales, so it is key to build the best team possible. Finding the right employee to fill a role can be a difficult process, however it can do wonders for an organisation.