Become a recruitment marketing pro master boss with Direct Impact
Are you looking for new employees? Using the right online recruitment marketing strategy is the most effective way to attract new talent. Your team might be reaching out blindly on LinkedIn, tapping into your existing employees for referrals, and attending career fair after career fair (right now, virtually). But marketing is only as effective if we’re using the right strategy to find that top notch candidates. Therefore, we created a list of best practices, so you can get the best out of your recruitment efforts.
Best practices
Keep It Simple and Stupid
You’ve probably heard about the KISS principle before: Keep It Simple and Stupid. That’s the ultimate key to recruitment marketing. The principle does not only apply to your internal communication, but also to the process of attracting new talent. Candidates instantly need to be able to see what your company stands for. Vacancies need to be easy to read, devoid of any overly usage of jargon. Keep in mind that the content needs to be easy-to-read and ensures a good user experience (UX). Next to that, make sure your application form is easy to find.
Work in a data-driven way
Data-driven recruitment marketing simply means using your collected data in the most efficient way to power talent acquisition decision making. It sounds so easy, but we know it’s not. You want to make sure that your data and dashboarding are in place, without losing vision of what’s really important. Because in the end, recruitment marketing is all about finding the right combination between the right vacancy and the right candidate. The right tooling, integrations and processes will help you make that match even better.
Listen to your target audience
Quantitative data gives you a lot of insights, sure. But who knows the needs of your audience better than themselves? The most effective way to learn more about the motivation of your audience is by simply engaging with them. Which content do they like? What are they looking for? What are their expectations? That isn’t always quantifiable with data, showing empathy to candidates and ask how they perceive the candidate is crucial. By getting this information from your potential customers, you’re making it so much easier for yourself to create a relevant strategy.
Invest time in vacancy content
We can’t stress this enough: investing time in good vacancy texts is extremely important. A well written vacancy explains the vacancy properly and therefore increases the quality of the candidates applying. Therefore, make sure your vacancy texts include a small introduction to your ideal candidate and a clear layout. Avoid meaningless clichés. Yes, we know you want a “pro-active” candidate: so does everyone else. Your vacancy is not going to stand out among all the others by using such clichés so you’d better spice up your copy. A second must-have for your vacancy text is a good technical structure for SEO reasons. Because your vacancy text won’t bring any value when it’s not even being recognized by the algorithms of relevant job boards.
Develop the right recruitment marketing stack
Don’t forget to invest time in building and developing a good recruitment marketing technology infrastructure. A lot of recruitment marketeers forget the importance of their technology stack, which stops them from getting the best out of their strategy. Think of your recruitment marketing stack as if it’s a Formula 1 car: it’s is one of your most important means of winning a race. Does is falter? Frustration guaranteed.
Meet Leroy
Leroy is our recruitment business unit manager and data analyst. Not only does he know how to set up data-driven recruitment marketing campaigns, he’s also a real hero when it comes to helping clients that face recruitment marketing challenges. Want to know what Leroy and his team can do for you? Give us a call!
