How to Develop a Recruitment Campaign

Recruitment Campaign Development

Finding the best possible people who can fit within your culture and contribute to your organization is a real challenge. Marketing is playing a bigger role in recruiting hard to find candidates as it has now gone beyond simply putting a job advert out and waiting for the CVs to roll in.

The first thing you need to get right is the Employee Value Proposition. There are more in-depth articles on the website but in summary, your employee value proposition needs to cover:

You need to maximise what you are able to offer in order to attract the best in a competitive market place.

You then need to consider which job platforms will attract the best candidates. This is a very competitive area and given the costs involved you need to research and test each one with pilots before committing larger campaigns.

The obvious route is to use a recruitment agency. However, as KUB is a hybrid agency, we very much believe in the client doing as much or as little as they want. This article is all about helping you to help yourself and so we will look at the alternatives to a recruitment agency.

The first thing you need to consider is do you have a number of positions to fill over a period of time due to growth or higher staff turnover due to the nature of your sector? Or is it a one-off recruitment?

For long term recruitment needs then it’s worth considering the following options:

For one-off job requirements:

In either case, your social media and overall marketing should be positioning you as a great employer. Think of Richard Branson’s latest statement that Virgin put their employees first. Because if you do that, happy and trained staff will do a great job for your customers. Customers like to know that you truly value your staff because they inherently know that they will also be looked after
In addition, don’t forget to look at whether you have somebody internally who could be developed to fulfil the role. I have seen production staff successfully move in to sales and equally technical staff more into pre-sales roles. Some organisations have a rule that all positions should be advertised internally first. Moreover, there is also a good argument for bringing in new blood so that the organisation doesn’t become stale.

Moreover, in either case, highlight any additional benefits/perks you offer. Look at benefits such as private medical insurance, flexibility and formal development programmes so that they can see progression.

For more information on how to recruit a great team, take a look at, How to effectively recruit an employee