According to data from 2019, about 90% of Americans are internet users. Therefore, it is safe to say that recruiters will find the best employees online. This is true regardless of whether you have to fill a position for an eCommerce business or a brick-and-mortar company.
With digital marketing recruitment, talent seekers can face some challenges. However, when recruiting marketing is done right, it can provide you with plenty of benefits. In fact, this recruiting approach can make your job easier.
Keep on reading to know about the do’s and don’ts of digital marketing for recruiters.
Do: Invest in a career webpage.
Most employers use company websites to attract new customers. This is a great practice to grow a business. However, part of growing a business also involves attracting new talent into your company.
A career page will enable marketing recruiters to attract candidates passively. Furthermore, even if you don’t need to fill a position, candidates can leave their resumes for future openings. As a result, recruiters will be able to create a talent pool for the future.
Another perk of having a career page is that potential clients who value the company’s products/services can become your employees. As recruiters know, employees that value the company tend to perform very well at their jobs.
Don’t: Forget Investing in Mobile-Friendly Recruitment.
Did you know? The average American spends about 2 hours and 30 minutes on their phone every day.
Not all websites are mobile-friendly. Unfortunately, the lack of mobile-friendly features negatively affects the experience of potential clients and employees.
By all means, if you are investing in a career page, you must make it mobile-friendly. Your website provides an impression that applicants are getting from your business. You want to make your career page (and your whole website) a place applicants want to work.
Do: Implement Social Media Strategies
Did you know? Americans spend around two hours per day on social media apps.
Creating a social media recruiting strategy will depend on the type of business and its goals. However, here are three key points that can help when building a strategy:
- Don’t put all your focus on sharing job openings. In other words, recruiter managers should also post content that keeps potential candidates interested. For example, use social media as an opportunity to talk about areas where the company thrives. You can also talk about company culture. Also, you can post content about topics related to your company’s services.
- Invest in quality content. The purpose of social media is to engage with other people. Therefore, even if you are using social media for recruitment, you must do it engagingly. To create quality content, we recommend using pictures, videos, graphics, and other mediums to share valuable and interesting content.
- Taylor your strategy to different audiences. Social media platforms appeal to diverse audiences. By all means, what may work for pitching employees on Twitter may not work on Facebook. Therefore, it is crucial to avoid plagiarising the same content strategy around different social media sites.
Don’t: Underestimate Interacting With Applicants.
We get it, recruiters are busy all the time. However, it is essential to remember that recruiters represent the company. Therefore, neglecting to talk to a candidate reflects poorly on the company. Furthermore, you want to make candidates feel like they matter from the moment they apply.
Whether it be an email or a social media message, always try to reply to candidates. Also, in the future, this interaction will help you determine if the candidate matches the company culture.
We hope this brief guide on marketing for recruiters was helpful. To learn more tips about online recruitment, please contact Victoria James Executive Search. We are here to help!
