According to a SHRM report, This shift to more strategic, proactive recruiting is the reason that recruitment marketing technology is one of the fastest growing areas of HR tech, with nearly 70 percent of enterprise companies investing in these capabilities.
The recruitment market is too competitive these days. You cannot simply write a two-three-line job post and expect sourcing the ideal candidates for the vacancy.
Promoting job openings credibly is a significant task for a recruiter. It is unavoidable since elevating brand visibility, enhancing candidate experiences, attracting top talents all depends majorly on how well you have articulated your requirements and how well you’ve positioned your brand as a workplace.
Here, let’s together dive into different views and ways to find the best recruitment marketing strategies.
Table of content
Below we’ve listed some of the widely used ways to market your job vacancies through different channels.
- Through job boards: This is the most basic way to market the job vacancy. There are hundreds of job portals and websites such as Indeed, Monster, Glassdoor, Workable, Google for jobs, Adzuna, CareerBuilder. A few of them are organic, where job posting is free, some are paid, and some are a mix of both. These job boards are considered the most convenient way to reach the job seekers. They can be generic or have a narrowly based niche depending upon the industries and job roles. All you need to do is to go to the portal, fill up your requirements and you are live!
- Word of mouth: Isn’t it suitable for us when we get reviews about something from a person already aware of it, someone that we trust? In the career world, employee referrals do that. It benefits both the referrer and the company. The referrer gets some reward when they help the recruiter to close the open position (it’s optional though) and the company saves much of its cost and time.
- Social networks: The digital era we are in, recruiters have paved their way to reach the target job seeker audience through social media. The most basic one where you can post your job vacancy is LinkedIn. It has some great options for the required fields such as work experience required, resume upload, “when can you join?”. Apart from this automated recruitment application option, hirers post on the feed about a job opening. Other platforms are also used such as Instagram but less used.
- Company website: Company websites have a separate section dedicated to the career opportunities they provide. This section of the company website is highly reliable but lesser known one. Recruiters post their openings on the website with the location and job description.
- Print media: Print media is a traditionally used method to announce job openings. It is a great source of hiring local talents for the open positions. A well-crafted job advertisement can help you to find an excellent talent and saves a lot of time since only the candidates that find it suitable for them will call and ask for further details. A good job vacancy advertisement is descriptive, to the point, engaging. This was one of the most popular ways to promote a job before social media took over.
3 unique ways to market your vacancies.
- Host recruitment events: Hosting an event for recruitment is like a carnival for job seekers. It helps you to gather a big crowd and identify suitable candidates for your job openings. These events are successful when you have a huge number of job openings, or you are a start-up company. Recruiters host an event where different departments that have openings are set up on a table, the candidates come and fill in their applications. It also helps the employer to showcase their company culture and employer brand.
- Create engaging content on platforms: You should keep making posts on your profile around recruitment stories and tips to become an influencer on LinkedIn. Post about the open vacancies as well creatively so that the right people can find it and reach out.
- Leverage social media through new age ideas: Social media is that one element that keeps up stick to our mobile phones all day. You can leverage social media in the best possible way to reach new talent generations. You all must be familiar with Instagram reel trends. You follow trends, they follow you. Create reels on your official Instagram handle about open positions using trendy and creative ideas. This will promote your fun and friendly company culture along with the message about the job vacancies.
Stick to “Don’t call. Just text” approachNowadays, nobody wants to speak on call. 76% of the millennials feel specific pressure about phone calls reason to which they prefer texting over calling. Calls are great for immediate, non-disruptive and in-depth conversation, but since most of the new generation prefer texting, you should opt for the same approach. Text the applicants about the details of the interview schedule, ask them if they have any doubt they can ping you. Call in unavoidable circumstances.
HROne being an all-in-one solution for the HRs today, can be utilized to expedite the process. This recruitment management system eases the hiring process by integrating with career portals and different platforms. One of the greatest features is that HROne users can mention knockout questions such as, “This is post requires immediate joining. Can you join immediately?”.
Tips and tricks to create an outstanding job post
Now that you are familiar with how you can promote your job vacancies effectively, to ensure that you receive quality applications, you must create an outstanding job post.
- Ditch the usuals: Why be ordinary when you can extraordinary? Avoid using the same boring job titles that won’t even attract your existing employees. Use “Content Alchemist” instead of “Content Creator”, “Growth Guru” rather than “Marketing Analyst”, “Conversion Crusader” instead of “Sales Representative”.
- Highlight your company culture: It’s extremely important for the job seekers today to know your company culture and work environment before joining. Conduct surveys and take feedback from existing employees to give them applicants a convincing image of your company. Highlight how work is done in your company rather than focusing on what you do.
- Focus on “what you get” rather than “what you have to do”: When you focus on list of tasks rather than what you get in return, the job seekers will not find it interesting to work. Incentives, benefits and perks act like motivation. Mention most of them to attract top talents.
- Eye-catching post: Use exquisite visuals and striking graphics to make the job seeker stop while they are scrolling. Create an elegant post using color contrasts and a big title of “We’re hiring”. Using this sentence “we are hiring” will help you to increase post impressions.
Limiting your creativity will hamper your time to hire and recruit quality. With this we will conclude this blog. We hope this blog inspired you to try new ways to promote your vacancies. Let us know which one you loved the most on our LinkedIn handle: HROne.