Our organization's recruitment marketing strategy revolves around the growth and advancement of our employees, creating a workplace where they thrive and excel. We cherish and retain our talented team while also welcoming new skilled individuals into our family. By investing in our employees' professional development, we foster an environment of loyalty and long-term satisfaction. The key to our success lies in ensuring our workforce is happy and fulfilled. When employees love their work environment, see growth opportunities, and feel valued, they stay with us for the long haul. This reduces turnover rates and eliminates the constant search for new talent. Understanding the evolving needs of younger generations is vital for us. They prioritize career growth, work-life balance, and meaningful roles. To attract and retain them, we offer ample opportunities for skill development, prioritize their well-being, and create an environment where their passions align with their work.
Hello, As a marketing manager in an accounting firm, I have experience employing various recruitment marketing tactics to identify the right candidates for the relevant job positions. The one that has produced the best results for my organization is making tailored social media posts. Every social network has its distinctive culture and nuances, and one strategy may work for one network but not another. We regularly factor in the particular platform when composing social network content. For example, a LinkedIn post and a Facebook post could lead to the same page, but each one of them will feature distinctive imagery and language specific to the platform. Even though crafting a few different variations like this can take a bit of time, the effort is well worth it. Hope this helps! Should you need more tips, feel free to reach out. With respect, Kelly Chan
You can read Glassdoor reviews. You can visit a career website. You can read the job description. But nothing paints a picture of your job like employee testimonials. It's why that's our main focus when we create video for our clients. Employee stories -- told through a simple interview format -- consistently outrank all of the other content we create for our clients. It's because humans love getting their information from other humans. In these videos, you can ask them about their average day, what they like about the job, and what someone should know before applying. But before you hit record, here are some tips: 1) Audio matters, so make sure you're not in a small space when you record; this can cause reverb in the recording. 2) Try to avoid harsh light like the average office light. Instead, use the light coming in from a window or go outdoors in the shade. 3) Bonus points if you can pair the footage with shots of the employee doing their work and interacting with other employees.
One successful recruitment strategy we've used is to ask our best new hires for recommendations. After someone is hired and seems to fit well in our company, we ask them, "Do you know anyone else who might be a good fit here?" More often than not, great employees have a network of talented people. This method works surprisingly well. We have brought on board several high-performing employees this way. The best part is that it's a very simple and cost-effective approach. It builds on the networks our employees already have, which makes it an easy, yet powerful recruitment tool.
With so many aspects of our social and business lives online, many of us have forgotten about old fashioned networking. Most of our recruitment is done by asking friends and colleagues if they know anyone qualified for the role. The same goes for our sales. Word of mouth still works. So if you’re listing jobs on websites with little luck, try just putting the word out to your employees and your business network. The results may surprise you. Name: Rick Berres Website: https://www.honey-doers.com/ Title: Owner of Honey-Doers
The best strategy when you’re searching for a new team member is to make the interview process more engaging. Gone are the days that someone sits in front of you and just talks about their resume and why they think they’re the best candidate to take the job. Instead, I like to make sure candidates also interview us. This is definitely a two way conversation and they’re interviewing the business just as much as we’re interviewing them. That way, we can know for certain if the candidate also did their homework on researching the company and really wants to work there. Instead of just going in a series of interviews hoping to land anything. Name: Robert Burns Website: https://www.oxygenplus.com/ Title: Marketing Director
One simple yet effective recruitment marketing tactict that we have embraced at Knak have been new hire carousels on Linkedin. We are a fairly small team of around 80 people at Knak and every employee is part of a small, intimate workforce that are doing great things for our customers. Showcasing the new hires that we've onboarded and the amazing talent that we've been luck enough to hire, shows how important each person is the the organization, it feels more personable and we get the opportunity to show the professional community the growth and success we are having as well and the amazing talent they could work with in the future!
One of the best recruitment marketing tactics for our business has been to lean heavily into content marketing. The original intent was to drive awareness of who we are and what we do, but it has turned into an incredible source of opportunity on the recruitment side of our business. We leverage daily social posts from individuals in our company - the key is consistency. We also utilize audio and video content from an ongoing podcast. That content is repurposed across several mediums, but holistically, the content characterizes our voice, culture, and purpose. The powerful connection between personality and corporate culture has driven amazing recruiting results!
Hitting the bullseye and working outward from there is the main step to create a strong pipeline. To exceed client’s expectations, source candidates that best fit their criteria early in the process. The goal is to have confidence in the search and candidates, which translates to excitement for our business partners. If more applicants are requested, presenting several groups ranging from the best of the best to professionals with growth potential provides the client with options and an understanding of the current market. A strong pipeline also comes from strategic sourcing, personable screen calls and successful placements. They all go into building a strong network to help hit the bullseye every time.
My advice here is not related to once specific tactic, but being open with your recruiting processes in terms of being willing to 'test the water' on an approach that makes sense for your organisation. For example, trialling approaches like passive recruiting as a means of accessing an otherwise untapped talent pool.
At Click Intelligence, our success in recruitment marketing has been heavily attributed to our "Skill-Showcase Competitions." We recognized that conventional recruitment processes may overlook hidden talents, so we initiated monthly competitions where candidates solve real-world marketing challenges. For instance, we once provided a small business case study and asked applicants to draft an innovative marketing strategy. The winner not only received a cash prize but was also offered an internship. This tactic has allowed us to identify passionate and innovative thinkers outside the traditional application process. It not only generated buzz around our brand but also provided a platform for talents who might not have been discovered otherwise. It's become a vital part of our recruitment marketing mix.
One of our most successful recruitment marketing tactics is our "Work-Life Fusion" approach. We believe that a fulfilling work life doesn't mean compromising personal time. To attract top talent to our 4-day work week firms, we showcase how we support employee well-being and foster a healthy work-life balance. Our strategy revolves around creating engaging content that showcases our employees' real experiences. We share their stories through videos, blogs, and social media to highlight how they excel both at work and in their personal lives. These stories are captivating because they resonate with candidates who seek a healthy work/life balance. Prioritizing the human element and showing the authentic experiences of our employees, we've been able to attract exceptional talent who value work-life balance. This approach has proven to be a game-changer for our recruitment efforts.
As a CEO, one recruitment marketing tactic that has yielded great results for our organization is employer branding through employee advocacy. We have found that empowering and encouraging our current employees to be brand advocates and share their positive experiences about working with us on social media and other platforms can have a significant impact on attracting top talent. By creating a culture that values and supports employees, we foster a sense of pride and loyalty among our team members. We actively engage our employees in our employer branding efforts, encouraging them to share their success stories, achievements, and moments of camaraderie within the company. We provide them with content and tools to easily share their experiences, such as pre-made social media posts, branded images, and videos that highlight our company culture and values.
One recruitment marketing strategy we have found to be highly effective is the referral program. It not only allows us to tap into the networks of our existing employees but also makes them responsible for bringing in high-caliber candidates. Referrals also speed up the hiring process. Instead of posting a job ad and waiting for applications to roll in, you have a pre-vetted pool of candidates. Since your current employees speak highly of these candidates, there is a certain degree of trust and reliability associated with them. But, remember, the effectiveness of a referral program relies heavily on how you structure it. We've made sure to create an easy-to-understand and rewarding structure. Our employees get a clear explanation of what we expect from their referrals, and we offer attractive incentives for successful hires.
Reverse mentoring, a unique recruitment marketing tactic, involves pairing experienced employees with younger professionals to exchange knowledge and ideas. This approach showcases the organization's commitment to learning and development, attracting talented candidates who appreciate a supportive and collaborative work environment. By leveraging the diverse perspectives and skills of both generations, companies can create a culture of continuous learning. For example, a tech company implemented reverse mentoring, where seasoned developers mentored recent graduates on the latest programming languages and tools. This not only facilitated skill development but also built strong relationships and fostered innovation across the organization.
Building partnerships with universities, colleges, or vocational schools has yielded great results for our organization in recruitment marketing. Through this collaboration, we have gained access to a pool of talented students and graduates who are aligned with our industry. We offer internships, participate in job fairs, and even conduct guest lectures to showcase our opportunities. This tactic not only helps us attract top-tier candidates but also allows us to build strong relationships and establish our organization as a go-to employer.
Leveraging employee testimonials has been our standout recruitment marketing tactic. Sharing authentic experiences of current employees offers genuine insights into our workplace culture and values. Prospective candidates connect with these real stories on a personal level. This approach humanizes our organization and builds trust. It's not just about promoting the company, but also showcasing the employee experience. This tactic has consistently attracted top talent who resonate with our culture and vision, resulting in impactful recruitment outcomes.
Gamification, by incorporating game elements into the recruitment process, creates an interactive and enjoyable experience for candidates. By designing quizzes, challenges, or interactive tasks, organizations can attract talented individuals who seek unique experiences. This approach sets an organization apart from competitors and yields great results. For example, a tech company implemented an interactive coding challenge where candidates could showcase their skills. This not only attracted top coders but also allowed the company to assess candidates' abilities in a practical and engaging manner. Gamification can be tailored to various roles, fostering a positive candidate experience and effectively identifying suitable talent.
One recruitment marketing tactic that has yielded great results for my organization is content marketing. Content marketing is the process of creating and sharing valuable content with the goal of attracting and retaining a target audience. This content can be in the form of blog posts, articles, infographics, videos, or any other type of media that is relevant to your target audience. When done effectively, content marketing can help you to: Increase brand awareness Generate leads Improve your website traffic Position yourself as an expert in your field Attract top talent
Integrating recruitment videos into your recruitment campaign can help your business to impress the candidates’ attention in a matter of seconds, present your employer brand in a captivating way, and increase your application rate. A study by LinkedIn found that 52% of job seekers say they watch company culture videos to gain insights into the work environment, indicating that recruitment videos positively impact employer branding efforts. We use recruitment videos and post it on our TikTok: https://www.tiktok.com/@breadnbeyond/video/7085642036400884993 Surprisingly, as the recruitment videos reach a broader audience, it generates more interest in job opportunities. We recommend you to do the same way because recruitment videos can increase candidate engagement, improved candidate experience, can lead to higher retention rates, and become a highly successful recruitment marketing tactic for many organizations.