Building a diverse talent stream containing people from different perspectives, skills, and ideas is challenging today. Therefore, marketers are expected to build a strong, diverse employer brand, like how they attract various clients. Recruitment marketing helps businesses create an employer brand, allowing them to identify qualified top talent and simplify the complicated process of identifying, nurturing, and recruiting the right fit people for the company.
Learn how hiring managers use robust recruitment marketing strategies to build a diverse team.
Recruitment marketing builds a strong employer brand, attracting top candidates who align with the company’s values and goals.
Recruitment marketing attracts top talent through marketing tactics, such as job postings, social media, and career pages. Companies can reach a larger audience and attract qualified candidates who may not have found the job posting otherwise.
Recruitment marketing increases candidate engagement by providing candidates with information about the company and the hiring process. This way, candidates are more likely to feel engaged and informed throughout the hiring process.
Recruitment marketing improves hiring metrics by attracting a larger pool of qualified candidates and enhancing the chances of hiring the right person. This can lead to a decrease in time-to-hire, cost-per-hire and an increase in retention rates.
Recruitment marketing is a cost-effective strategy for attracting candidates. Companies can reach a wider audience at a lesser cost than conventional recruitment methods by using marketing strategies like social media, job posts, and adequately managed career pages.
Recruitment marketing is a targeted approach to helping companies recruit the most suitable people by concentrating on job role competencies and specific talent requirements.
Recruitment marketing improves the candidate experience because candidates are more likely to feel involved and knowledgeable during the hiring process if candidates are given information about the firm and the hiring process.
Recruitment marketing gives companies a competitive advantage in the job market. By building a strong employer brand, companies can stand out from their competitors and improve their chances of hiring the most suitable candidates.
Recruiting and recruitment marketing are two different but interconnected aspects of the hiring process. While both are essential for finding and attracting top talent, they have different focuses and objectives.
Recruiting is the process of sourcing, screening, and selecting candidates for open positions within an organization. This includes posting job ads, reviewing resumes, conducting interviews, and making job offers. The goal of recruiting is to fill specific job openings within the organization and find the right candidates with the necessary skills and experience.
Recruitment marketing is a step taken for a company’s brand-building where businesses showcase their best talents to attract equally or more talented people.
The recruitment marketing funnel outlines different stages to help organizations understand how to attract and engage potential candidates at every step. Here are the stages of the recruitment marketing funnel:
At the top of the funnel, the goal is to create awareness of the organization and its employer brand. This involves using various marketing techniques to reach a larger audience of potential candidates through social media advertising, job boards, and referral programs. The goal is to attract potential candidates who may not be actively looking for a job but are interested in learning more about the organization.
Once potential candidates are aware of the organization, the goal is to generate interest in specific job openings or career opportunities. This involves creating compelling job ads and other content highlighting the organization's culture, values, and benefits. The objective is to attract potential candidates interested in learning more about specific job openings or career paths within the organization.
At this stage, potential candidates are considering whether to apply for a job opening or explore career opportunities further. The goal is to provide them with the information and resources they need to make an informed decision, such as detailed job descriptions, employee testimonials, and information about the hiring process. Recruitment marketers encourage potential candidates to take the next step in the hiring process and submit an application at this stage.
Once potential candidates have decided to apply for a job opening, the goal is to make the application process as smooth and straightforward as possible. This involves creating user-friendly online application forms, providing detailed instructions, and following up promptly on applications. It is necessary to ensure that potential candidates don’t drop out of the hiring process due to a difficult or confusing application process.
The final stage of the recruitment marketing funnel is when a candidate becomes hired. This involves making a job offer, negotiating salary and benefits, and onboarding the new employee. The intent is to ensure the new hire is happy and engaged in their new role, which can increase employee retention and build a positive employer brand.
Defining an employer brand is the first step in any recruitment marketing strategy. This involves defining the company's values, culture, and mission. Once the company clearly understands its employer brand, it can use this information to create targeted marketing campaigns that resonate with potential candidates.
A candidate persona is a fictional representation of the ideal candidate. By developing a candidate persona, it is possible to utilize marketing campaigns tailored to the ideal candidate's needs and interests.
The company’s career page is one of the most important parts of the recruitment marketing strategy, so ensuring that the career page is optimized for search engines is essential.
Before starting a recruitment marketing campaign, it's essential to identify the target audience. Businesses should know their age group, education level, interests, job preferences, and other demographics. Understanding the target audience helps customize brand messaging and recruitment campaigns.
Building a strong brand image is vital for attracting top talent. Therefore, recruiting managers should ensure that brand messaging is consistent across all channels, including the website, social media platforms, job listings, and other marketing materials.
Job descriptions are the first touchpoint that candidates have with the company. It's crucial to ensure they're clear, concise, and compelling. Use bullet points and simple language to highlight the job's responsibilities, requirements, and qualifications. Ensure that the job listings are mobile-friendly and easily shareable on social media platforms.
Social media is an excellent platform for building brand awareness and engaging with potential candidates. Use social media platforms, like LinkedIn and Facebook, to share job openings, company news, and employee stories. Businesses also use social media advertising to target specific audiences and promote relevant job listings.
Employee referrals are among the most effective ways to attract top talent. Encourage current employees to refer their friends and acquaintances for job openings. Businesses can offer incentives or bonuses to employees who refer to successful candidates.
Finally, it's essential to measure the effectiveness of the recruitment marketing strategy regularly. It is necessary to track metrics like the number of applicants per job opening, time to hire, cost per hire, and candidate quality. Use this data to refine the recruitment marketing strategy and improve future outcomes.
Recruitment marketing is a dynamic landscape requiring ongoing innovation and adaptability to stay ahead of the curve. Businesses can hire suitable candidates and drive future success by being ahead of emerging trends, leveraging cutting-edge tools and technologies, and continuously refining strategies.
Mercer | Mettl offers a suite of pre-employment and recruitment tests to hire suitable candidates. Our pre-employment tests evaluate the critical personality and behavioral traits of candidates. This includes psychometric tests, aptitude tests, behavioral tests, domain tests, coding tests, and spoken English tests. These assessments help elevate recruitment marketing efforts by shortlisting relevant and technically fit candidates for the organization.
Originally published April 24 2023, Updated April 24 2023
Vaishali has been working as a content creator at Mercer | Mettl since 2022. Her deep understanding and hands-on experience in curating content for education and B2B companies help her find innovative solutions for key business content requirements. She uses her expertise, creative writing style, and industry knowledge to improve brand communications.
The primary objectives of recruitment and selection are to ensure high-quality candidates who are culturally fit and work toward shared organizational goals and vision.