How to Do Recruitment Marketing the Right Way

Sharon Wagner is a guest writer for our blog.  She wrote a great article and I wanted to share it with our readers.

Whether you're attracting customers or talent, effective marketing involves solid storytelling and strategy. As an employer, what is your company's unique selling proposition? Answer this question, and you lay the foundation for some great stories and a successful recruitment marketing campaign to improve hiring. Read on for some tips from MAS Recruiting.

Craft Job Descriptions That Are On-Brand or Impart Benefits
US Chamber suggests drawing candidates in with brand personality or by shining a brief spotlight on your company values and culture-enhancing perks. Potential employees need to relate to what you offer, stand for and hope to achieve.

Ensure that job posts include requirements and responsibilities to engage the right people. Ambitious individuals will look for opportunities for personal growth.

Perhaps your organization does the following:

• Promotes from within
• Enables a healthy work-life balance
• Caters for full-time remote work
• Hires a diverse or disability-inclusive workforce

Conveying this information can expand your pool of human resources and cement a reputation for care, flexibility, and forward-thinking.

Leverage Inbound Marketing
From content marketing blogs to social media, value begets value. If you consistently put out high-quality content or sponsor appealing in-person events, you will win over high-quality applicants. These followers know your brand and aspire to be a part of it. Your company's Instagram or YouTube could feature happy clients or share case studies and corporate social responsibility projects. You can also benefit from linking your main social profile to a dedicated recruitment profile. Recruitment accounts focus on showing thriving new hires or long-time staff members. They also link to open job posts on your website's career page or recruitment portal.
Captivating and shareable recruitment videos can extend your digital reach and nudge leads down your recruitment funnel.

Offer an Employee Referral Program
Offering employees incentives for finding top-notch talent can be a real boon to your HR pipeline. When esprit de corps prevails, employees can be your biggest advocates. Outsiders are more likely to trust authentic one-on-one testimonials from existing workers than glossy one-way communications.

Employee referral programs can also help you find excellent passive candidates. These accomplished individuals aren't necessarily looking for another job. However, with some persuasion, they may be inclined to make a change. LinkedIn has a role to play here too.

Recruit Locally
If there's a job fair at your local university or a military veteran event in town, prioritize being present. Attendees can discover or take a deeper dive into your brand with an HR rep. LinkedIn advises highlighting different company benefits depending on your audience. For example, veterans often look for structure, teamwork, or a fast-paced environment. Recruiting locally and at the graduate level nurtures what could be a long-term relationship from the ground up. Candidates are eager and provide a fresh canvas for a best-practice culture.

Outsource Recruiting
If your B2C marketing is sound and you can afford to outsource, get a recruitment agency to screen suitable would-be employees for you. This way your business can focus on interviewing and onboarding the cream of the crop. And new hires can get involved in exciting projects as soon as possible.

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