What is Recruitment Marketing? Here Are 4 Best Strategies to Guide You

Gain an in-depth insight into recruitment marketing, how to develop a proper marketing plan and more in this story by Recruit CRM.

It’s next to impossible to make a business thrive without people. And how can you, in fact, keep these people interested in your recruitment business? The answer is quite obvious — via recruitment marketing.

It’s not something unknown how recruiters these days need to act like both salespeople and marketers. The entire process of sourcing the right candidates, placing them and so on is quite complex, to be honest, but this would become considerably harder if your candidates are not interested in your recruitment agency.

There could be a number of factors leading up to this but to make candidates say “Hey, this agency lacks proper branding” to “You know what? I think I am gonna stick with them” is where recruitment marketing plays its part.

What is RECRUITMENT MARKETING?

Modern recruitment marketing is nothing but strategical planning and implementation that will help recruitment agencies attract better-qualified candidates, engage passive applicants, build a sustainable and diverse candidate pipeline and so much more.

75% of candidates are considered to be passive and therefore the way recruiters recruit need to change as well.

The recruitment landscape is invariably innovating and with so much going on, the hows and whens of communication are integral to be a successful recruiter. In such a dynamic market scenario, recruiters will indeed need to think more like marketers and provide an effective candidate evaluation process.

The more recruitment agencies focus on a recruitment marketing strategy and invest in proper recruitment marketing tools, the more will they generate interests from both passive and active candidates.

The 3 Stages of Recruitment Marketing

Recruiters from all over the world will agree with the fact how building a strong employer brand is everything now than it was 6–10 years ago. And beyond any doubt, at least 84% will believe how recruitment marketing is a valuable investment. Here we’re listing the 3 main stages of recruitment marketing:

1. Recruitment Brand Awareness

This is where you tease and generate a genuine interest in candidates. Always remember, mind-share and market-share are two important aspects to consider in an age of social media revolution.

2. Showcase More About Your Recruitment Brand

In the second stage, you have to inform interested candidates about who you are and what you do (helps you scale in a non-intrusive way). This is one of those critical stages where if you fail, there’s no coming back — you’ll have to start all over again.

3. The Final Showdown: Active Sourcing

Now that the candidate is interested in your brand and you’ve passed the two most critical stages, here’s the next significant stage (did you think it was over?)! Source the right jobs and place them. We know it isn’t as easy as it sounds.

One of the best recruitment marketing ideas would be to get in touch with senior HR professionals, Legal and Marketing departments of major companies and create exclusive relationships with them. Grab a quick bite, sit down comfortably and just take notes.

4 Recruitment Marketing Strategies to Help You on Your Journey

1. Plan Content Effectively

This just needs to be out there once and for all. Content marketing is one of the most versatile and efficient marketing strategies for every business. People love consuming content in various forms and we can’t stress enough on the horsepower of content.

Run ads (be it in a carousel format, video ads, sponsored content or even display ads are in vogue nowadays), create a suitable editorial calendar to plan your articles for your website, choose a publishing platform like Medium and contribute articles to various publications, try hand in creative copies, videos, guest collaborations, interviews and so on. The possibilities with creating content are just endless!

2. Focus on Your Employer Branding

Recruitment and marketing do go hand in hand but only with the help of suitable employer branding. Your employer brand should be established properly and you can’t let any major slip-ups happen.

As a recruiter or a Founder, what you must focus on is if your employer branding aligns with your company culture and mission and whether or not you infuse your employer branding efforts into your present employees. Don’t forget that employee branding encourages a hike in employee referrals and helps in boosting morale.

3. Have an Informational Careers Website

64% of candidates mentioned in a survey that company career sites are one of the most resourceful pages when looking into a company. This is indeed why most HR experts consider a careers website to be a recruitment agency’s main recruitment tool. Therefore, make sure your careers site provides all the information that candidates could be possibly looking for.

4. Social Recruiting & Digital Advertising Are Key

Honestly, the best way to connect with your prospective candidates is via social media and recruiters can’t deny how social recruiting has been riding high for the past few years.

A proper social strategy is to listen, engage and connect with your audience amidst a human touch. You can use your recruitment agency’s social media handles to showcase more about your company culture and current employees.

How about shooting a “Life in a day of a Recruiter” and asking all your employees to share it? Who knows it might blow up on social media driving you a bunch of loyal followers?!

Another major recruitment marketing strategy is digital advertising. Organic reach is invaluable, however, as a recruitment brand, you can also boost your reach via ads and digital advertising on various social media platforms.

Such marketing is incomplete if you don’t measure it. This is not a one-time project and hence, everything that has been mentioned above needs to be mapped, charted and monitored. The digital and technological world is constantly growing.

As talent acquisition professionals, data mapping is as much important as candidate engagement. At the end of the day, it’s essential likewise to choose a recruitment marketing tool that aligns with your strategic HR and business needs.

If you’ve made it this far, let us know in the comments below what are some of the marketing strategies you’re implementing? Don’t forget to check out Recruit CRM’s blog for other helpful resources.