People are what underpins every business, regardless of the sector. However, finding the right people and personalities that fit into your company’s culture is probably one of the most challenging tasks for any small business. It is also a time consuming and costly task. The COVID-19 pandemic has been instrumental in the shift of candidate expectations. As we discussed in our article last month, flexible working, benefits and company culture all play an increased role in attracting the right candidates. Recruitment marketing is about promoting your company’s brand to raise awareness and encourage engagement.
According to Earthweb.com, social media users spent an average of 2 hours and 24 minutes online in 2020. Establishing a solid social media presence on platforms such as LinkedIn will attract passive candidates to follow your business. Candidates interested in your company will probably also check out the people who already work there, so onboard your existing employees to be your brand ambassadors.
The content you share has a significant impact on your brand and will be incremental in the types of candidates that you attract.
When we talk about content, we mean your website, career pages, and job descriptions. Establish a company “tone of voice” so the language and terminology you are using are consistent across all platforms.
Create a blog and share regular relevant and interesting content that people want to look at and read on your website. Creating a content calendar will help you to plan the time, resources, and content in advance.
Your company’s online reputation can be make or break when you are looking for new staff. Keep track of your online reviews from both clients and past employees so that you can deal with feedback appropriately. According to a survey conducted by Glassdoor, 75% of job seekers are more likely to apply for a position with a company that actively manages their brand.
Once you have their attention, featured jobs are a great way to actively encourage your followers to apply. Ensure that you include details of the benefits offered and any other important information so that the candidate can make an informed decision before they hit the apply button!
Most recruiters will have a candidate pool, but how often do you engage with them? Gain their consent to keep in touch, and you can send them a monthly mailshot with a list of current vacancies.
At Vero HR, offer an unrivalled, open, honest, and transparent recruitment support service. With over 40 years of combined recruitment expertise, we act as an extension of your HR team. Working in partnership with you to facilitate an excellent recruitment campaign that you remain in control of.