How to Develop a Recruitment Marketing Strategy

A company is nothing without its quality workforce. Recruitment, specifically, quality and effective recruitment is the need of an hour. Recruitment in this candidate-driven market isn't going to be easy. One needs to go above and beyond to grab the attention of your targeted customer.

A well-planned recruitment marketing strategy accompanied by HR tech tools can do wonders. Here's how you create a Marketing strategy for yourself.

1. Establish a Goal

Not everyone can get recruitment right. But those who do can reap the benefits in abundance. Before starting with a recruitment marketing strategy, get your goals straight—goals as in what you expect from this particular recruitment. An ultimate goal of every recruitment strategy is to pursue numerous great candidates to click on that apply button. But it is essential to establish more concrete goals like, quantity and quality of job applicants, career site visitors, increase in engagement and brand awareness you expect. Keep these goals as numeric and quantifiable as possible.

2. Study of target candidates and implement EVP's

Now, the market out there is candidate-driven. And it would be wrong to expect anything less than a tough nutcracker competition to attract talented candidates. So your recruitment marketing strategy has to be on point, directed towards specific candidate group. For this, you need to understand your target candidates. And to do so effectively, you need to presume their personalities. That is to say, form demographics, interests, educational and career aspirations of your targeted candidate to understand your targeted candidate persona. Here's what an ideal candidate persona should include.

Now, you need to utilize this study for creating an Employee Value proposition. Your EVP should align with your targeted candidates' expectations. From the salary, career advancements, opportunities, challenges to culture, include everything in your EVP. EVP should be compelling enough to pursue your desired candidates to hit the press.

3. Optimize your career sites

You don't want your candidates to lose interest in an inconvenient experience. Before beginning your recruitment drive optimize your websites and career page. Doing so is quite essential as recruiting through mobile drive nearly 75% of traffic. Isn't that number a significant indicator for you to optimize your sites?

Always remember, your ultimate aim is to facilitate the best candidate experience to your targeted candidate.

4. Create substantial content

Your Google ad isn't enough to lure a competent candidate into buying your employment offer. It's a show talk these days. If you cannot give extraneous experience to your candidate, forget them working for your company. That is to say, offer them so much that they are lured to apply. Here's where your website, social media pages, YouTube launches, blogs, articles, newsfeeds, newsletter, subscription etc. comes to picture. These things drive these candidates towards a compelling urge to apply.

Next time you think of Google ads as being enough, remember to work on the basics of your digital footprint.

5. Develop an employer brand

Everyone these days wants to work for something greater than life sort of phenomenon. Well, as a company who desires well competent employees, you need to be desirable first. Create an employer brand for yourself such that candidates are driven to you rather than the other way around. Here's where your inbound recruiting marketing strategy comes to help. The better your existing employees feel about you, the better are the chances of gaining benefits of word of mouth. Encourage your employees to promote you rather than you doing so yourself.

Lastly, walk the talk. It is because words don't help always. You have to create for yourself an employer brand worth working for.

6. Try what works for millennial, social media

Social media isn't a platform for personal life anymore. You can deliver your recruitment messages to targeted candidates through social media. Make sure; you have started using social media for your recruitment marketing.

If you want to ace the game of recruiting, make sure you are following what's correct. Rest, we leave you with this article to get more detailed insight on marketing strategies for recruiting.

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Kruti is working for Job Museum recruitment consultancy. Job Musuem is one of the leading job consultancy provide job placement in surat across India.