When we think about the marketing team’s role in the company, we often associate it with brand awareness, lead generation, publicity, and advertising of products and services. But what many are not aware of is that marketing plays a valuable role in attracting the right talents to the company.
Nowadays, job seekers are searching for jobs in the same way they would search for products and services. They leverage online resources to learn as much information about the company before sending in their resumes.
Therefore, aside from marketing their brands to customers, companies must also market their brands to potential candidates, and marketing can help with this. Since the average recruitment team does not have the resources to sell the brand without the help of marketing, aligning both marketing and recruiting departments is crucial for the overall success of recruitment.
Below, check out some clever ways marketing can help with recruitment.
1. Promote Your Company Values Over Social Media
Studies show that millions of people worldwide have relied on social media to search for jobs, and about 30% use social media as their primary job search tool. So, it makes sense to use social media to attract the right candidates by promoting your company values and culture.
For instance, you can use social media to showcase that you are an excellent vet practice for a veterinary locum to work in. In this way, those searching for locum jobs in the vet industry will be interested in applying for any jobs you posted.
When promoting company values, make sure you clearly articulate what makes your company stand out from the rest. Any company can claim that they are the best, but if you want to attract the right people, you must specify the values that make your company special.
This may require highlighting your company’s core values or promoting your company’s unique activities and benefits. You can also use social media to showcase those employees who have gone above and beyond in demonstrating your values. Or perhaps, post images of your team-building events showcasing your company culture in action.
To successfully promote your company values over social media, you must select the right platform. For B2B companies, LinkedIn is still the best platform to use for digital marketing.
But company culture posts usually offer a bit more freedom in tone and aesthetics than traditional ads, so you might be able to reach out to younger audiences more if you use Instagram and Twitter.
If you want to welcome new hires or congratulate someone who got promoted, LinkedIn is the best choice. But if you’re going to show off pictures of company team buildings, Instagram would be a great choice.
2. Create a Micro-Site
Another way marketing can help with recruitment is through creating a microsite. It’s a site connected to your company’s main website but contains job phrases for job seekers you want to attract and helps your company rank high on job searches.
Recruiting microsites are becoming a trend these days. These tools are an effective way of attracting job seekers through targeted landing pages. Some of the most common themes for recruiting microsites are Department, Location, and Initiatives.
The microsite does not necessarily need to follow the rules of a traditional website. Its concept should be more like a landing page. Some of the benefits of having a recruiting microsite are boosting SEO and creating effective landing pages that you can use for social media and ad campaigns.
Remember that the microsite is a section of your company website that is meant to showcase your brand while presenting some job openings. The messaging and content of the site acts as the first point of contact for new applicants.
Before applying for any job on your site, they will refer to the content and messaging to assess whether or not they should send in their CVs. Therefore, you must build your recruiting microsite professionally while clearly establishing who you are as an employer.
3. Outsource
Don’t work harder but work smarter. Even if you can do everything yourself, hire someone else to market the jobs. Outsource a company that knows the industry well. For instance, if you are looking for candidates in the field of electronics and embedded software, then you need to outsource embedded software recruitment specialists.
One of the biggest benefits of outsourcing your recruitment team is minimizing the cost involved in recruitment. Many companies spend lots of money hiring the wrong talents, leading to high turnover rates. A recruitment specialist can offer an integrated recruitment solution that can lead to a quick turnaround time and reduce recruitment costs while improving hire quality.
Another benefit of outsourcing recruitment is the reduced time to search and hire the right talents. Poorly managed recruitment can cost a lot of time and money, with poor results. A good recruitment specialist has a robust recruitment process in place to mitigate recruitment delays and hire the best talents at the quickest time possible.
By outsourcing recruitment, you can significantly improve your company’s quality of new hires. Remember, there are many factors involved in identifying the right person for a specific job. It’s not enough that the person has the skills and experience.
Recruitment specialists have the skills, tools, and resources to search far and wide for people who are a perfect fit for the company and can bring in people that share the same values with your company. What’s more, they have a stream of high-quality candidates available, just in case you are in dire need to fill in a position at short notice.
Another benefit of outsourcing recruitment, which is often overlooked, is the data collected through the entire recruitment process.
Analyzing the information can result in real-time reporting and insights, which can help the company with decision-making and offer actionable insight into the efficiency of the organization’s recruitment strategies.
This can help your company improve recruitment processes over time, and ultimately, the quality of hires.
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