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The Recruiting Blog of KG Workforce Solutions.

Recruitment Marketing Strategy

February 17, 2017 by kgworkforce

What is a recruitment marketing strategy? Simply put, it is a marketing plan directed at potential job seekers. Whether you are a small, two-employee startup firm, or a giant Fortune 500 entity, recruitment marketing is essential in today’s world.

Why do I need a Recruitment Marketing Strategy?

The goal of recruitment marketing is to give your organization an employer reputation. Even if you are small firm with minimal brand recognition, potential job seekers will learn about your employer reputation through research. If there is nothing for them to find, they will create their own idea of your reputation, which may not be beneficial to your recruiting efforts.

Steps to create a Recruitment Marketing Strategy

Below are six steps to creating a competitive recruitment marketing strategy. These steps are scalable for any size organization.

Step 1: Objective

What do you want to accomplish? What are you challenges?

Step 2: Target Audience

What types of employees do you want attract? Where do you expect to find these employees? What are the demographics associated with these potential employees? Where do you find and engage your audience, such as user groups, social media, universities, trade organizations, etc.?

Step 3: What Products and Services should you highlight?

These are not the products and services your company sells to businesses or consumers, but the features and culture of your company that are most attractive to your target audience. Examples might include geographical features if you need to relocate candidates. Benefits, flexible work schedules, technology, continuing education, student loan repayment or tuition assistance, and retirement plans might be other features for which your target audience values.

Step 4: Create a Strategy

What do you know about your target audience and how can you leverage that information? Do you have competitive intelligence? What are your tools, resources, and timelines? How will you implement and monitor your strategy? Make sure to include inbound and outbound marketing campaigns. Your current employees are vital to the success of building your employer reputation.

Step 5: Implement Strategy

Training for internal staff is critical in this step! If your hiring managers don’t align their management styles and interview techniques with your recruitment marketing strategy, you might get more qualified applicants, but you might not be able to secure and retain them.

Step 6: Monitor, Analyze, Report, and Adjust

As with any marketing campaign, determining the effectiveness of your strategy, adjusting as needed, and keeping the strategy aligned with changes in the economy, business direction, and job market is critical.

Recruitment Marketing Strategies are all about engaging people with your brand, but from a personal and prospective employee perspective, instead of a buyer’s perspective. Align your HR team with your general marketing team to overlap where possible and ensure cohesion among the campaigns. It is time to start recruiting, not just hiring!

Social Media as a Recruiting Tool

December 14, 2016 by kgworkforce

Social Media Recruiting for Job Applicants

Did you know that approximately 50% of employers use social media recruiting strategies to find, screen, and research job applicants? Depending on the study, some data reports as high as 80% of employers are implementing social media recruiting strategies in some capacity. In 2017, this is expected to become even more common.  As a job seeker, what does your social media presence say about you?  If it does not reflect the attributes you want an employer to know about you, it’s time to clean it up. Below are some easy tips:

  • Set your privacy settings to limit information seen by prospective employers.
  • Review all of your social media accounts, even the ones you no longer use.
  • Google yourself and see what comes up……this is usually a fun one. Do you like what you see? If not, fix it.
  • Remove pictures and nicknames that might not represent you in a favorable manner to a prospective employer.
  • If your job(s) or education are listed in your social media accounts, make sure the content on your social media reflects the same content on your resume.

Employer Reviews on Social Media

The use of social media by job applicants is also on the rise. Data shows that the majority of job seekers are using social media to evaluate prospective employers.  If your company does not have content on social media that is designed to attract prospective job applicants, it might be time to refresh your strategy. This is especially important for companies hiring job applicants for non-management positions, as this is the largest job seeking population using social media for employment research. Deploying social media recruiting strategies has become essential in today’s job market.

Looking for more tips for a successful job search?  If so, check out other articles at https://www.kgworkforcesolutions.com/blog/.

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