Every recruiter regardless of whether they are internal or agency is saying the same thing: We need to find ways to attract more candidates!

But most of them aren’t doing anything to make this happen.

The last few years we have seen huge changes in both candidate behavior and expectations. One of the most obvious changes is how candidates are now looking for jobs with 79% of candidates using social media as part of their job search.

That’s why we are bringing you our approach, tips and tricks to recruitment marketing that actually works.

79% of candidates are using social media in their job search

Over the next few months, we will dive into the different recruitment marketing tactics we are using and seeing in the market to help you find the right tactics and channels for your own hiring needs.

What are the main types of recruitment marketing and what do we use them for?

• Job Adverts– To engage active candidates for a specific opening.

• Headhunting messaging – To engage passive candidates for a specific opening.

• Social Recruiting – To leverage your company followers to get more exposure for specific openings.

• Careers Sites – To build trust and convince both passive and active candidates to engage with you.

• Employee Networking – To leverage your employees’ networks, engaging both passive and active candidates, promoting your employer brand

• Email Marketing – Using engaging content to connect with your talent pool, keeping you front of mind

Each of the above serve the same purpose, in theory. But each delivers results in vastly different ways. And knowing what these are and how to best use these different types of marketing is the first step in coming up with your own recruitment strategy that will deliver the results you are targeting.

How to get started on your recruitment marketing strategy?

To get started, you firstly need to ask an important question:

What recruitment objectives do I need right now?

1. To fill specific open vacancies?

2. To build your employer brand and nurture passive candidates for the future?

3. To build your candidate database and pipeline for the future?

Whatever your main goal or goals are you need to use the right tactics to deliver.

For example, creating a nice new career site to showcase life at Acme Inc. will help you build your employer brand, but it will have a lesser effect on your ability to hire for the open sales position you have advertised.

With that said, a detailed and authentic careers site will definitely help you convert more of those 50:50 candidates who are considering your open roles.

So as you can see, one tactic alone won’t necessarily solve all your problems and it certainly wont solve only one objective.

Creating a plan to deliver the results you are targeting might be easier than you thought but you need to do the right things to get the right results.

What’s next?

Over the coming months, join us as we go deeper into how you can explore each of the Recruitment Marketing avenues to elevate your hiring strategies… with tips on exactly how to pull together a better job advert, create the right career site messaging and use social recruiting to its fullest with the right types of content.