As we all know, recruiting experienced professionals is challenging, as the competition for the sharpest talent intensifies with each passing year. If you want to attract the best candidates, writing a job advertisement and posting it on various job portals is not enough.
If we recruit developers, we need to think more like marketers. According to the Stack Overflow Developer Survey (2018) results, 59.8% of developers are open to new job opportunities, even if they are not actively looking. Therefore, I list ten tips to help you succeed in recruitment marketing and make finding the talent you need easier.
Understand Your Target Group
We start with something obvious. Before you can even begin planning a marketing campaign, you must have gathered enough information about the current target audience. For example, if you are looking for new front-end developers for the team, try to understand what is important to them, what channels they use, and why they usually change or look for a new job.
Choose the Right Channels
The essential thing is to focus on choosing the proper channels. Find out if you are not confident about which channels your target audience is currently using. Remember that it can be anything from social media to community sites like Reddit, Stack Overflow, Medium, or some specific areas. The most important thing is you are where your target group is. Focus on quality instead of quantity. Keep in mind that focus is everything when it comes to recruitment marketing.
Once you have selected the channels, it is time to customize your message. Reusing the same message and hoping the candidates are attracted is essential. You will not receive a response if the message is not tailored to the channel. Think about what your potential candidates are looking for on the track.
Focus on Place Advertising
Many companies still do not realize the status of a decent job advertisement. Not investing enough in the ad shows your candidates that you do not value them or their time. Remember that you do not have to draft an entire novel. A good job advertisement is usually concise and straightforward.
Focus on discussing the role, what you offer, and what skills successful candidates need. Do not write a lengthy list of requirements. You must sell the job and find suitable candidates.
Be Creative
There are many vacancies out there, so creativity is crucial. You must have a story. Stories make people curious and see your offer as something unique.
Every company has a story to tell, which can help them stand out in the crowd. You do not have to invent a story. Just tell about ongoing projects or techniques with which you are currently experimenting. Being genuine is a way to win over people on your side.
Tell About Your Team
Candidates usually want to know more about the team and the people they will work with. Unfortunately, we often forget to include them in our job postings.
Telling about your corporate culture and people is as important as describing the position itself. Humans are usually curious about others: who they are, what makes them proud, and what they do in their free time.
Think About Your Employer’s Brand
Recruitment marketing must always be in line with the company’s employer brand. If you try to make the company appear as something it is not, the candidates will quickly discover it, which can be detrimental to your organization.
If you want to build an exciting employer brand, recruitment marketing is a fantastic way. Remember that every company has an employer brand. Some companies control it; others let it live its own life. Recruitment marketing can help spread the word to people who have not yet contacted you.
It Makes it Easy to Apply
You have created an excellent job advertisement, and your marketing campaigns take people exactly where you want them. Still, you are not getting enough candidates. We often forget to think about the application process itself. If you require applicants to fill out long forms to apply for the job, you can be sure you will lose the sharpest talents.
Measure and Draw Lessons
Everything you do or test will not work. The advice I can give you is to learn from your mistakes. The best way to learn is to measure the funnel. Start with the impressions and opinions you get, dive into the number of clicks, see how many started the application process, and so on. If you do not feel comfortable with the numbers, it is time to change something. Adjust one thing at a time, and you will eventually better understand improvements and results.
Conclusion
Remember that recruitment marketing is not something you only need to do once but something that we must continuously work on and optimize based on the results.
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