Article
Digital Marketing Tips To Make Your Recruitment Stand Out From The Mob
Topic: EmpowermentPublished May 26, 2016
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Digital Marketing Tips To Make Your Recruitment Stand Out From The Mob
Successful companies know that they are only as good as their best workers. This is why recruiting and retaining the best employees are among the top challenges of any company, big or small.
Good news for the world’s economy: 62% of companies are looking to hire more this year. But the bad news is that there seems to be no one to hire. A 2015 Glassdoor Recruiting Outlook Survey found that talent shortage is the top challenge for hiring managers. Nearly half (48%) of managers in the recruitment pool do not see enough qualified candidates for open positions.
It is a good thing that the digital age has revolutionized the hiring process. One survey found that nine in 10 job seekers will search for jobs via mobile devices. This means more options. But this also means tougher competition, not only for applicants but for companies as well. Key in call center hiring and career opportunities now and you’ll see almost all companies battle it out on Google search options.
This is where digital marketing recruitment comes in. This means companies have to market their brand to attract the right talent. This also means companies have to put in a specially-crafted digital marketing strategy to hire the best.
Now that almost all companies are turning to digital platforms to look for talent, how can you stand out? Here are your top nine digital marketing strategies for hiring.
Fast and easy application
Think about the regular content published on the web. It is short and on point. Candidates see opportunities everywhere and if they find your online process to be too long and too complicated, they will quickly move on to the next job opening. There are a lot of talent acquisition tools available to simplify the process and make it engaging.
Respond and give feedback
A lot of job hunters complain that online applications often result to nothing. One of the digital marketing tips for recruitment is providing a certain number of days until the applicant can expect a status of his or her application. It wouldn’t hurt to give updates via email. The problem for most online applications is that after hitting “send,” the applicant feels like he sent his resume into an abyss.
Establish an employment brand
The best candidates know their worth. Much like how savvy consumers evaluate a brand before a purchase, so do smart applicants evaluate a company before applying or accepting a job offer. You must remember that they are researching you as much as you are researching them. This is why it is imperative to deliver a cohesive and credible brand image in all digital platforms, starting with a professionally-designed career site. Share a story about your company, its vision, and how employees become part of the circle.
Tap social media
If you have not expanded your recruitment process to include social media platforms, you are missing out big time. A 2015 Recruiter Nation Survey by Jobvite found that 92% of hiring managers use social media to find high-quality candidates.
There are several ways how social media hiring affects the job hunt process. Suddenly, the traditional resume is no longer enough. Digital profiles provide so much more insight about a candidate than a resume ever could. John Bischke, CEO of Entelo, said a resume today means a “collection of all data that can be found online, like participation in online communities, conferences and meet-ups” and that through social media, “recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job."
A good social media presence also helps intensify brand awareness. The aforementioned study further revealed that 74% of companies use social networks to attract talent.
Look for passive candidates
One of the benefits of online hiring through social media is that talent recruiters can have easy access to passive candidates. These are people who are not necessarily looking for a job but are open to opportunities. Professionals today expect employers to look for them and that is why they take their online branding very seriously. The constant search for passive candidates through social media profiles is also a good way for companies to be more proactive in recruitment.
Do your research
Profiling is imperative in any digital marketing strategy. When it comes to digital marketing recruitment, the idea is practically the same as content creation. You should know who you want. Use data analytics to help you sort the talent pool. It is simply inefficient to go through each digital profile manually.
Ask for a pitch
Reserve a space for actual answers and solutions in your recruitment page. Whether you are looking to hire experienced professionals or entry-level applicants, it pays to ask for a pitch. For example, if you are open to hiring a call center applicant without experience, it would be best to have a situational question to assess how they handle pressure and working with a team. Before calling them in for a call center interview, at least establish what kind of employee the applicant could be.
Build a referral network
In your digital marketing strategies for hiring, turn your employees into a referral network. Referrals are considered among the most effective ways of hiring the best talents. Build a referral network and encourage your employees to source through job boards and other referral portals.
Content is king, even in hiring
You have to be more aggressive with your online marketing campaign. Increase your visibility in digital platforms deliver fresh content that would address your target audience, which in this case are potential employees. You can produce testimonial videos of how you do business and testimonial blogs from your current employees.
From the job search and filling out a resume to interview and actual hiring, companies are moving towards the digital and social media hiring model. While nothing could replace human instinct in the recruitment process, it is still best for companies to use what they can to hire the best talent out there. After all, they got a pretty big chance with digital platforms since everyone—professionals and entry-level applicants—have a digital profile.
Think about the regular content published on the web. It is short and on point. Candidates see opportunities everywhere and if they find your online process to be too long and too complicated, they will quickly move on to the next job opening. There are a lot of talent acquisition tools available to simplify the process and make it engaging.
Respond and give feedback
A lot of job hunters complain that online applications often result to nothing. One of the digital marketing tips for recruitment is providing a certain number of days until the applicant can expect a status of his or her application. It wouldn’t hurt to give updates via email. The problem for most online applications is that after hitting “send,” the applicant feels like he sent his resume into an abyss.
Establish an employment brand
The best candidates know their worth. Much like how savvy consumers evaluate a brand before a purchase, so do smart applicants evaluate a company before applying or accepting a job offer. You must remember that they are researching you as much as you are researching them. This is why it is imperative to deliver a cohesive and credible brand image in all digital platforms, starting with a professionally-designed career site. Share a story about your company, its vision, and how employees become part of the circle.
Tap social media
If you have not expanded your recruitment process to include social media platforms, you are missing out big time. A 2015 Recruiter Nation Survey by Jobvite found that 92% of hiring managers use social media to find high-quality candidates.
There are several ways how social media hiring affects the job hunt process. Suddenly, the traditional resume is no longer enough. Digital profiles provide so much more insight about a candidate than a resume ever could. John Bischke, CEO of Entelo, said a resume today means a “collection of all data that can be found online, like participation in online communities, conferences and meet-ups” and that through social media, “recruiters can assess whether a person will fit, and learn if he or she has the right skills for a job."
A good social media presence also helps intensify brand awareness. The aforementioned study further revealed that 74% of companies use social networks to attract talent.
Look for passive candidates
One of the benefits of online hiring through social media is that talent recruiters can have easy access to passive candidates. These are people who are not necessarily looking for a job but are open to opportunities. Professionals today expect employers to look for them and that is why they take their online branding very seriously. The constant search for passive candidates through social media profiles is also a good way for companies to be more proactive in recruitment.
Do your research
Profiling is imperative in any digital marketing strategy. When it comes to digital marketing recruitment, the idea is practically the same as content creation. You should know who you want. Use data analytics to help you sort the talent pool. It is simply inefficient to go through each digital profile manually.
Ask for a pitch
Reserve a space for actual answers and solutions in your recruitment page. Whether you are looking to hire experienced professionals or entry-level applicants, it pays to ask for a pitch. For example, if you are open to hiring a call center applicant without experience, it would be best to have a situational question to assess how they handle pressure and working with a team. Before calling them in for a call center interview, at least establish what kind of employee the applicant could be.
Build a referral network
In your digital marketing strategies for hiring, turn your employees into a referral network. Referrals are considered among the most effective ways of hiring the best talents. Build a referral network and encourage your employees to source through job boards and other referral portals.
Content is king, even in hiring
You have to be more aggressive with your online marketing campaign. Increase your visibility in digital platforms deliver fresh content that would address your target audience, which in this case are potential employees. You can produce testimonial videos of how you do business and testimonial blogs from your current employees.
From the job search and filling out a resume to interview and actual hiring, companies are moving towards the digital and social media hiring model. While nothing could replace human instinct in the recruitment process, it is still best for companies to use what they can to hire the best talent out there. After all, they got a pretty big chance with digital platforms since everyone—professionals and entry-level applicants—have a digital profile.Further reading
Further Reading
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