With the number of organizations in every industry constantly rising, the top-performing talent has more job opportunities than before. For recruiters, it indicates that finding and recruiting competent and skilled candidates is more challenging. The current job market is candidate-driven. The recruiters don’t pick the candidates, but the candidates have the opportunity and scope to make their choice. To acquire trust and inspire candidates to choose over competitors, organizations should invest in innovative and out-of-the-box marketing recruitment strategies.
Establishing a Reputation that Captivate Top Talent
One way to stand out in the job market is to turn the organization into a reputed and leading brand. Employer branding doesn’t happen overnight; it is a long-term strategy that focuses on bringing value to the audience. Around 80% of job seekers research a company’s reputation before applying for a job role. It is pivotal to be consistent in the employer brand messaging and captivating top-performing talent in the niche industry.
Captivating and Well-Designed Website
The website is the company’s identity in the present digital marketing environment. The first component a job seeker searches when exploring the brand/company name. Furthermore, other digital platforms like social media, PPC, SEO, and job posting forums lead job seekers to the website. When a potential applicant lands on the website, he wants to find relevant information about the organizations and job openings and apply seamlessly. Eye-catching layouts and an optimized and user-friendly website are vital marketing recruitment strategies.
Incorporating Inbound Marketing Methodology
Employer branding indicates establishing long-term relationships with the target audience and motivating them to visit the website consistently. It is one of the reasons why employer branding goes hand in hand with inbound marketing methodology. Unlike outbound marketing, inbound methodology focuses on engaging and captivating people who are 100% interested. Inbound marketing methodology includes multiple stages.
- Captivating visitors through high-quality content, keywords, and social media posts.
Transforming visitors into leads by establishing optimized and user-friendly forms.
- Converting leads into potential candidates by sending them relevant job content and newsletters about the application process, vibrant office culture, and new achievements. Candidates can connect via live chat, social media, and email.
- Inbound marketing can turn job applicants into brand advertisers/promoters. The method offers a smooth experience during the application and interviewing process.
Candidates Meeting their Potential Colleagues
Potential job applicants want to know about the corporate culture and the staff behind the brand name. One of the innovative marketing recruitment strategies is to allow candidates to meet their potential colleagues. The official websites have dedicated sections where the employees share their roles, testimonials, stories, and images. Sharing behind-the-scene pictures and videos on social media platforms is a wise move by reputed and leading brands. It allows potential candidates to get an insight into the office culture.
Improving Candidate Experience from the Beginning
Studies reveal that almost 65% of job seekers have negative experiences and several candidates voice concerns. The candidate’s experience represents the corporate culture and is a decision-making factor when seeking a job. 85% of candidates highlight that negative candidate experience hurt their opinions of an employer, and they avoid the organization. Higher candidate churn indicates negative publicity and financial losses. The marketing recruitment strategy should stress recruiting top-performing talent and engage passive candidates.
Focusing on Mobile Recruiting Strategy
A surge in mobile searches led to the need for mobile recruiting has risen. Several studies claim that around 40% of job seekers look for career opportunities on mobile phones and tablets. In addition, more than 85% of job seekers strongly believe that mobile searches are pivotal in job hunting. Organizations should ensure the creation of responsive websites so that job searching is seamless on mobile phones. Furthermore, online platforms, like paid advertisements, emails, job boards, social media, and organic searches, should pave the way to mobile-optimized career sections on the website.
Conclusion
The key to marketing recruitment strategy is selecting the ideal channels to promote the brand and establish connections with potential candidates. It is tedious to entice top talent, particularly in an economic downturn when candidates hesitate to resign and join a new company. In the era of a competitive marketplace, marketing recruitment should be innovative and out-of-the-box to attract top-performing talent.