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5 things recruiters should know about marketing

If you’re trying to recruit people for your business, you’d better be a specialist in social sales, marketing, and social technology, because that’s where you will find the people you need. The power, along with branding strategies, to increase the amount of content marketing pieces and outbound sales is entirely crucial. But it is one thing to consider them, to quantify them is another. Without the ability to assess ROI, the resources expended are calculated to calculate the output.

Think and act like a marketer:

Workers who want to become the employer of choice have begun to think seriously about investing their energies in campaigns to brand employers.

Even before you start strategizing, learn how to think like a marketer by having an objective/goal in mind. Know the goods (jobs) and the consumers (seekers of employment). That way, to reach your target audience, you can get a good picture of what programs or promotions you need to hire.

Develop a marketing strategy to encourage your work, develop a calendar of messages, and editorials about what you need to promote to create excitement among job seekers.

Be a social networker and brand ambassador:

The potential of a recruiter to become a social recruiter/networker is much more prevalent with Generation Gen Y and Gen Z comprising the much larger population of today’s workforce and with them becoming more involved on social networks. Studies show that almost 86 percent of job seekers are already seeking jobs using social media.

When using a social distribution tool, being out there on social media, creating your social profile, making connections would be worthwhile. It makes it far more comfortable for you to share and promote your work.

Learn to create a winning job posting:

As a recruiter, you are charged with selling your work every day. Posting a job and hoping that the right candidate may apply simply no longer works.

For the right person to even consider applying for it, you have to think proactively about what you need to make your work more appealing.

  • Add videos to the job post where the hiring manager speaks about the candidate’s exciting tasks to work on.
  • Add a video/photo/testimonial on why they enjoy working in this team from the team members.
  • Make your SEO social work posting, attention-catching, and yet have specific job titles. That way, it is readily accessible and shows up as job seekers use the keywords to search for work.

Candidate Experience:

Providing an excellent work application experience will go a long way during the interview process, and even after the interview ends. And this most frequently involves providing applicants with a timely reaction to their work application status and where they are in the interview process.

Be updated about interpreting data and analytics:

Using your Candidate monitoring system and tweaking your dashboards to make this data easily usable once you log in. It will make it easier for you to monitor and prioritize your recruiting and marketing activities and make more informed decisions as you plan for a project.

Concluding note

Chances of getting the open positions filled ASAP is more for recruiters. However, with a little patience and the above mentioned things, you as a recruiter can figure out everything. If stuck anywhere, connecting with specialists can be very helpful.

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