5 Best Recruitment Marketing Strategies to Build an Awesome Recruitment Brand

Recruitment marketing is about promoting a company and its culture to attract potential candidates for current or future job openings. Recruitment marketing involves both online and offline marketing to reach a wider pool of candidates. Here are the five best marketing strategies for recruiters to improve their recruitment brand.

Table of Contents

1. SEO Optimized Website

For recruiters having an SEO-optimized website is a must. It is the first page any client or candidate lands on when they google your brand. Hence, it is crucial to develop a perfectly optimized and user-friendly.

Some pointers to keep in mind are:

Recruiters should pay attention to the website’s architecture and information to maintain a positive user experience.
Recruiters must strategically plan out every menu, content, or design on the website to enhance its overall performance.
Eliminate unwanted ads, popups, aggressive CTAs, etc., that could drive the clients away.
Making a shift from HTTP to HTTPs is also recommended.
Your website must comply with GDPR (General Data Protection Regulation) to assure candidate’s data is secure.
Use your site to show who you are. Include sections like “About Us,” “Our Mission,” “Work Culture,” etc., to give your clients more profound insight into your brand.
Including testimonials also helps build reliability and trust in the marketplace.
Include an employment page where recruiters can post about available job opportunities, internships, training programs, employee benefits, etc. This page should be regularly updated.

Just building a website won’t help your brand. Recruiters must ensure that more and more traffic is being directed to the page. To attract more leads on the website, leveraging SEO, PPC, Social Media, or any job board can be helpful.

To set your recruitment brand apart from competitors, recruiters need to work on the online visibility of their assets.

2. Social Media Marketing

A recent study showed that there are almost 4.48 billion active social media users worldwide. With such a vast number of people available on social media platforms, it will be a waste for recruiters not to utilize this powerful marketing tool.

Social Media is the best place to show off your brand identity to attract the best possible candidates for job openings, especially Gen Z and millennials. Moreover, leads generated through social Media convert seven times more than any other strategy.

LinkedIn is particularly popular amongst job seekers and recruiters, especially those looking to build a professional network. Recruiters can use LinkedIn to post job Advertisements and write niche-specific content to build a pool of followers that they can leverage into finding candidates. In addition, they can link their website and blogs to direct readers to their website. LinkedIn also offers paid promotional options to help further recruiters to reach a wider audience.

Other most popular options are Facebook, Twitter, Instagram, etc., where recruiters can make their employment-specific content to increase their organic reach. For example, Facebook advertising allows recruiters to run ads on Facebook and Instagram to reach their target candidates based on their specifications.

Many job seekers check out the company’s social media profiles and website before applying for a job or accepting/rejecting job offers. Thus, recruiters must pay special attention to keeping their profiles updated and appealing. In addition, an active social media page can build candidates’ confidence in your brand.

Consider searching for an Applicant Tracking System provider with integrated social media that further enhance the recruitment process and helps save time and money.

Companies like McDonald’s and Amazon are using Social Media to their full for strengthening their brand identities, although they are already big names in the market. Therefore, there is no reason for recruiters not to utilize these tools.

3. Email Marketing

When any candidate applies for the job, their information is shared with recruiters, including their email Id. Email Marketing has been there in the market for a long time, and it is not getting old.

Hence, recruiters must consider creating an email list of their talent pool. Sending relevant content, information about new job opportunities, appreciation posts of your team and employees, employment-specific guidance, etc., helps build a connection between recruiter and candidate. In addition, keeping candidates updated about your brand can help you in your recruitment process.

Research the topics that could keep your employees and talents interested in your brand. Letting candidates engage is the best way to gain their support and trust in your brand.

Read: How to write a professional email to master email marketing?

4. Content Marketing

If a website is a vital recruitment marketing tool, the content is the king. As more and more people consume content, it makes it even more important for recruiters to step further and utilize it to improve their recruitment brand.

Writing informational blogs on your website or guest articles for other websites can drive massive traffic to your page and enhance candidate and Employee Engagement. Using Search Engine Optimization to target specific keywords can help your blog rank up in the google search.

Nowadays, Video Marketing is in trend. For example, more than 80% of people admit they love seeing video content from the brand they love, while 95% of them retain the video’s message more than written text. Check out Free Video Maker to create professional video content for marketing your recruitment brand.

Recruiters must make some content that can help connect with talents and clients. Then, give the value through the content and, in return, see your brand proliferating. The most important thing to remember in content marketing is: Be Unique!

5. Networking

Whether online or in-person, networking is the most powerful tool to build a recruitment brand. Though it takes time to build a strong network, it is worth it. If done effectively, proper networking can give you an edge over your competitors.

The best way to network with potential candidates or influential clients is to host a recruitment event. It helps you find a talent that can never be found elsewhere. In addition, organizing hackathons or other similar contests can attract candidates specialized in a particular skill which can further help recruiters expand their talent pool.

Online networking is equally beneficial. It helps recruiters to attract global candidates and build a connection with them.

While networking, remember:

Know Your Goals: Plan out what kind of recruitment event you want to organize? Who is your target audience? For example, an open-house event may be the best option for a smaller company, while more prominent companies can organize job fairs.
Plan the event: Design promotional stuff to excite candidates and market it through social media. You can even invest in hiring some influencers to market your event. Prepare for all the events, Q&A, etc., in advance to avoid last-minute chaos.
Promote: Use Social Media, send email invitations, or contact in person. Just let everyone know about your recruitment event to attract a broad audience. It should be done consistently for a few days before the event.
Analyze: After the event, analyze what worked out and what did not? It will help you plan your following networking events. Calculate ROI and understand the market.

Recruitment marketing tactics keep evolving, bringing new possibilities for recruiters to improve their recruitment process and brand identity. However, strategies that work this year might not be as efficient in the following years. Hence, recruiters must keep researching and observing new trends to be on the same page as their competitors or even ahead. Also, not every strategy mentioned in this article might work for your agency. Therefore, you must test the method’s effectiveness before implementing it on a large scale.

Author Profile

Scott Baber: Senior Managing editor

Manages incoming enquiries and advertising. Based in London and very sporty. Worked news and sports desks in local paper after graduating.

Email Scott@MarkMeets.com