Marketing recruitment, also known as recruiting marketing, helps us attract and retain candidates with great worth to our company by using traditional marketing techniques and tools.

It is a field that was developed to enable businesses to beat their competition in their search to find the most qualified candidates, and ultimately win the famous talent battle. It is an approach that has a higher quality of development in regions with low unemployment however, it is essential in Spain particularly for businesses which typically look for experts in highly competitive and specialized situations like IT pharmacies or the financial analyst and the doctor, among others.

The ability to reap the benefits of recruiting marketing is crucial nowadays. It is because the growth of telecommuting has broken down the boundaries between territories and has led to created a greater competition for talent which also allows businesses from other areas, cities nations or even entire continents.

Recruitment marketing is comprised of an array of techniques and tools including some that we’ll present below. Its primary goal is to put the candidate in the middle of process of selection and search as well as ensuring that sales and marketing departments put the customer in the center of their procedures .

It’s because the job-seekers of today look at job searches as an important purchase. They look online, browse different sources, read reviews and browse the company’s site and social media, other free job posting sites and more. This can take weeks, days up to months.

To get their interest and get them to consider applying to our business, it would not suffice to place an advertisement for a position on an employment search website.

It is necessary to employ the following strategies.

Inbound recruitment as the primary strategy

In recent years, recruiting inbound has been the primary strategy for the most innovative businesses, to the point where it is used in practice as an alternative to marketing to recruit.

It involves securing interesting profiles and turning them into applicants by providing quality content employing the correct channels and constructing a pleasing application procedure from the initial to the final step .

This method not only catches the interest of active candidates, it also increases the curiosity of candidates who are not active.

Inbound marketing has proved through time that it is more efficient and profitable than outbound marketing. This is mostly through telemarketing.

In the field of recruiting, the inbound method is well-established because of its capacity to broaden the pool of candidates and to attract the best talent , however the recourse to recruitment agencies and other outbound methods of recruiting are still effective particularly for more complicated search.

The following methods are a essential to a successful inbound recruiting strategy , and consequently, of marketing recruitment.

Make use of the contact points with the candidates to our advantage

Through the profile of the candidate, we are able to get an idea of the channels that are used for job searches through profiles that interest our business.

There are different situations and contexts where we come into contact with candidates .

Learning and enhancing these contact points is an extremely beneficial practice to improve the efficiency of the selection and search process. A chain, in the end, is only as robust as the weakest link.

So, our marketing strategy should incorporate active surveillance of all points of contact between our company and candidates to ensure that the interactions are both positive and consistent with one another .

Below is the most frequently used contacts with potential applicants:

• The job
• Search channels
• Employment page for the company
• Information about the processing of personal data of candidates
• The company’s presence is on the Internet
• Review of employee and ex-employees
• Social networks
• The feedback given to candidates during the process of selection
• Video and face-to-face interviews
• The job offer
• The process for onboarding

Want to know more about the marketing. Read our article How to Study Digital Marketing and Get a New Job from Home

Create a talent chain that is organized thanks to the funnel for recruitment

The recruitment Funnel is among the most fascinating techniques specialists in search and selection could take from other marketers.

In addition, through this funnel an organization can manage its recruiting strategy, which guides every candidate step-by-step through the process of hiring, and even beyond. In this regard it is vital to improve the process of applying streamlining processes, determine the right tools, areas to focus on and the KPIs to be tracked to ensure the effectiveness of the plan .

Here’s a sample of funnel models for recruiting that are designed to assist companies in organizing the retention of employees to ensure that talent that has been earned doesn’t rapidly disappear.

With the tools listed and strategies, you can draw applicants and guide them through the stages that lead to attraction (search and choice) and engaging (pre-selection) as well as conversion (hiring) in order to support their growth and keep them within the company due in the method. of nurturing (retention).

Persuade the candidate to join the company through branding

The fact that branding for employers is a key source of communication between recruiting and marketing is unveiled.

This intriguing discipline has been gaining ground over the past few years into congresses, conferences , and HR classes, and companies have been increasing their investments in this area.

The ability to improve the perception of your company as an employer will mean increasing the number and quality of the applications we receive . In order to achieve this, we have to be aware of the interactions with applicants (for instance, the touchpoint technique discussed above) as well as the relationships with the employees who are our best brand ambassadors .

With platforms such as Glassdoor and the addition of reviews from employees through Indeed, users are given the chance to share their opinions that go beyond words of mouth. They can quickly reach an crowd of millions.

In order for employer branding to be successful, it’s essential to devise a complete strategy employ the best tools, and research the most intriguing ways to promote your business like the company’s pages on Indeed as well as the social media network Instagram and video interviews that are available on demand.

Advance Tips for recruiting marketing strategy

Here are some more suggestions to implement a strategy for marketing recruiting.

Content is the king in the process of recruiting

One of the most enduring dogmas of modern marketing has been that “content is the king” This means it is the caliber of content created is the main element in any approach to marketing that is inbound.

Content quality plays an important role in the recruitment process, starting with advertisements that are often ignored, resulting in material that is either too brief or unclear. Making sure that the quality of the posted advertisements can significantly increase the amount and the caliber of resumes submitted. A well-written advertisement, enhanced by videos or images, is arouses the interest of the users and does not cause confusion and encourages application of applicants .

However, if you are using the correct keywords like software jobs, the likelihood of funnelling candidates’ to search results and improving their position in search engines as well as on job search websites increase.

The job description isn’t the only thing to be attentive to. It is also important to apply it to all that’s posted on job pages, the company website, social networks , and generally every communication to ensure it’s constant and high-quality .

Implement a mobile-first strategy

The majority of studies confirm that browsing and job search are conducted primarily on smartphones. To ensure a high rates of redemption, you need to take a mobile-first approach in the design of content as well as the design of the job page. That is you need to consider how the content can be utilized on smartphones and then adapt it to it.

Many potential applicants are forced to quit smartphone browsing when they arrive on an unsuitable website designed for their devices and thus putting an end to their application .

These are the five requirements to have a mobile-friendly resume page:

• Responsive design is, using graphics that adapt dynamically to the dimensions and the orientation of candidates’ devices.
• An advanced system for managing content which allows us to add videos and images into our website content.
• A navigation, and therefore the possibility of a candidacy — should be that is linear and error-free.
• Pay close attention to the position of the buttons that are important to ensure that they’re clearly evident and easy to press.
• A form for application that has the smallest number of fields .

Enhance the value of the database of candidates

Companies that have the database for themselves of potential candidates by collecting information through their careers page are able to request applicants, on an opt-in basis, to permission to process their personal data to market purposes . So, they’ll have a large collection of customers who know and respect the business enough to want to join it, and can utilize for sales and marketing operations.

A few social networks, but great

A well-established social media presence is an essential requirement for marketing and recruitment actions. It is estimated that by 2022, there were greater than 3.6 billion people who were active across the globe.

If you are not able to afford a lot of resources, it’s better to stay clear of investing your time by utilizing too many social media platforms. It is easier to concentrate on just only a few for instance, LinkedIn and Instagram and manage these networks continuously and giving them the attention they deserve and establishing the correct registration for each social network.

Other suggestions for social recruiting that are covered in this article include:

• Set up a corporate policy to analyze the profiles of people who are candidates on the networks .
• Utilize social media networks to recruit employees internally .
• Integrate social recruitment into the process of selection with an ATS .

Make sure you invest in ads on social media

Social networks are the foundation of recruitment marketing, however the best results can’t always be achieved without the use of payment for services.

One of the most frequently utilized paid tools used by employers, LinkedIn InMail is surely the most effective way to reach out quickly to a huge variety of applicants who have been who have been profiled for a specific job.

Get help with technology

Recruitment marketing is successful only if you’re able to regulate and manage the flow of information as well as the communication and data that are involved . Therefore, it is essential to have software for recruitment (or ATS) that can centralize the entire process of searching and selecting.

It is best to select one that is simple to use, is flexible to your needs and creates a log of all the activities that are completed and also useful to manage the GDPR.

Measure of recruitment marketing

If there’s a thing that digital marketing has a priority over everything else, it’s the ability to gather data to help make better choices.

This can also be accomplished during recruitment. It is sufficient to pick KPIs that align with our procedures and evaluate them frequently . And it is always best to choose certain KPIs, otherwise the quality of them could be impaired. We can draw our inspiration from the information we discover in the process of recruiting for example, the duration to hire as well as the source of CVs.