In the hiring market, challenges can arise at any moment. To overcome these challenges, recruiters need to have a robust recruiting marketing action plan.
Great recruiters can hire candidates at the right time, and these employees will have a significant impact on your organization. Hiring great job seekers takes time, and a working talent marketing strategy is a must to find the best candidates.
The need for a recruitment marketing action plan is necessary because being a recruiter is quite hard to fill job vacancies in this candidate-driven job market. These days, candidates are aware and they control which company to choose and work for.
With many companies looking out for the same candidates, one needs to have the right recruitment plan in place. Building a rounded strategy is what every recruiter is looking for.
This blog post will focus on how to build an effective recruiting marketing action plan. You will be able to use it in action immediately and begin attracting great candidates.
The primary goal of any company is to build a team that is efficient and works toward the company culture. The overall goal of your recruiting marketing action plan is to hire candidates, and for that, you need to follow the SMART approach. It goes like this:
S: Specific
M: Measurable
A: Achievable
R: Realistic
T: Timely
You need to define specific goals that are measured. Here are common recruitment marketing goals that include:
Improve candidate engagement
Improve employer brand awareness
Get more candidates
Get more career site visitors
Increase in the referral rate
And more.
A recruitment plan without knowing your ideal candidate audience is a sure shot recipe for disaster. One needs to understand the importance of candidate personas. The candidate persona includes everything you are looking for in the candidates. Every company can have different requirements for specific candidates.
As a recruiter, you need to stay in touch with all the necessary departments in your organization. You need to keep every team in the loop and ask them about the metrics they need in a candidate. It will keep you updated on the customer portrait and get some tips about it.
Keep in mind what your team lacks and write down the insights. Does your team require a single player or a team player? Like you can narrow down your search and when you understand what you need. It would be easier to get rid of CVs that don't suit the company culture and the expectation of the job profile.
A recruiter knows that they are in the market, and not only the company chooses the candidates, the candidates also select the right company. You should know why you are the best choice and what extra you can offer to the candidates. Here are some ways you can improve the employer brand and develop a strong employer branding strategy:
Nurture your culture: Sharing your company's work culture with candidates is a sure-shot way to improve the employer brand identity.
Embrace technology: The use of tools present at your career site is beneficial for candidates, it increases the speed of the hiring process. Take help of chatbots, CRMs, and HRMs.
Treat candidates like your customers: Candidate experience is a vital factor during the recruitment process. Every candidate likes a seamless recruitment experience. The company needs to ensure every candidate gets a feedback email after the interview.
Developing a strong employee value proposition (EVP) is crucial for effective employer brand communication and attracting top talent.
Candidates find job offers in both traditional and modern ways, with the latter being more prevalent. The candidates with the desired skills are selective about which opportunities they are looking to pursue. Therefore, making it easier for the candidates is the right strategy to follow. Do this on your social media channels and in ways that allow candidates to apply easily.
Use shorter applications that are prefilled and use text messaging to recruit. You can rely on AI-enhanced recruitment trends to make it faster and easier for the candidates to apply to your company and move ahead in the recruitment funnel.
Understanding the candidate journey is crucial for optimizing your recruitment marketing funnel. AI technologies help to automate manual and administrative tasks in the process, enabling recruiters to build relationships and provide a positive candidate experience.
Modern social media platforms play a vital role in communicating with audiences. Almost everyone uses the internet to stay connected with people. One should build the strategy around it.
The next step is to choose the right platform for your social media recruitment strategy. It will help you to target potential candidates. Some platforms are ideal for specific roles. For example, if you need a developer, you can leverage LinkedIn for this task. LinkedIn will serve a better purpose to source out passive candidates. There are plenty of job boards present that you can utilize for hiring candidates.
Job board advertising can be an effective part of your recruitment marketing channels. You can use Facebook and Instagram to increase the brand awareness of your company. These two platforms are ideal for building your community by sharing content that is useful to the candidates.
Another thing you can focus on is building a social media career page. This way, you will ensure that the candidates stay up to date with job postings in your company, and they can apply directly from your company's social media account.
Utilizing various recruitment marketing tools can help streamline your social media efforts and improve your overall recruiting marketing strategy.
Promoting employees internally helps the company solve the conundrum of hiring candidates at a rapid pace and filling open positions. It's the ideal way to meet hiring demands while maintaining quality.
Many recruiters believe that they need to hire people from different companies to improve diversity and strengthen the company.
Focus on your internal employees. The benefit is that you work with them every day, knowing them better.
It's a necessary point that one should include in their recruiting marketing action plan. Think of how you can improve the top talent pool. Here are some ways:
Know employee goals early: After the candidate’s onboarding is completed, the manager needs to sit down with them and ask them about their future goals and career.
Reward employees: It is ideal to ensure that you are offering opportunities to the employees that are tailored to their goals. Go with individual development programs for employees.
Understand what your employee needs: Employees love to be asked what they need to improve their overall experience in the workplace. It is vital while building an internal talent pipeline.
A recruiter can take the help of properly designed employee referral programs to maximize the internal talent pool. Effective talent pool management and maintaining an up-to-date candidate database are crucial for successful internal recruitment.
The goals should be measurable in your recruiting marketing action plan. You need to implement your goals and see the results they are providing. Gather metrics that work for you and identify what does not work to improve your recruitment marketing plan. To have better results, you need to experiment. You shouldn't proceed without analyzing the results. Therefore, HR teams must ensure they store and evaluate data and also track the recruitment marketing metrics. Otherwise, you will find yourself with wasted time and effort.
Measuring recruitment marketing ROI is essential for understanding the effectiveness of your efforts and optimizing your recruitment marketing channels. This evaluation will help you refine your employer brand development strategies and improve your overall talent marketing approach.
Hiring is challenging, but a recruiter has to make a plan accordingly. There must be one plan that one should develop constantly. The best companies take leverage of the recruiting marketing action plan and work. They make changes where it's necessary, and they know their target audience.
About the Author:
Ginni Agarwal is a Talent Acquisition Expert at Upright Human Capital with extensive experience in Tech and Non-tech hiring. She loves blogging, writing articles about Talent Acquisition, and Human resources. She has been associated with the Talent Industry for a while. She enjoys sharing her experience with others.