Review what’s working and what could be better.
It’s getting harder to recruit the right people to join your team. You put an ad on a job board, and everyone applies regardless of whether their CV even comes close to what you are looking for. A new approach is required that makes it easier to filter out the noise and get to the candidates that matter.
Either by phone or a face-to-face meeting, we can review your recruitment marketing and offer suggestions on how you can improve what you are doing and, if appropriate, offer how we could help.
Recruitment marketing doesn’t just consist of a single action, like posting a new position onto a jobs board. It’s a process of procuring excellent brand awareness, trust in your promises of opportunity and development from candidates, and specifically targeting workers, both active and passive, who fit well within your culture. From there, you should have a pool of applicants who will thrive within and be valuable to your business.
Your employee value proposition (EVP) is one of the primary tools of attracting candidates. It’s essentially the package of benefits that employees will receive while working from you. It includes everything from remuneration, benefits, work content, career development to workplace culture.
The EVP you offer is a reflection on your businesses values and ‘why’, so it’s essential that you create and market in a way that makes you an attractive and competitive employer.
Even if you offer your employees a fantastic EVP and maintain an attractive work culture, you need to know how to market your recruitment campaigns. If you don’t use the appropriate tools, you’re not going to attract a good number of candidates.
These tools are inexpensive, but take a level of expertise to navigate and execute successfully. They include Job Boards, including Indeed, Google Jobs, Your Website, LinkedIn, Facebook/Instagram and Marketing Automation.
It’s essential that all aspects of the role you are advertising for have been thoroughly thought through. Don’t just go in to details about what the new recruit will be doing for the first few months. Offering an insight into where the job will take the recruit in terms of progression is a fantastic way to increase the desirability of the job.
Do you know what essential and desirable skills and experience you require? For the desirable attributes, you should choose the skills that you can easily and inexpensively train your new recruit in if they don’t already have them.
Applicant tracking systems (ATS) are one of the most effective means of maintaining an organised recruitment campaign. It generally costs less that traditional means of keeping track of applicants- for example, it’s much quicker to process and administration costs are cut.
If you create branded career pages, you can further establish your business’s brand and improve the overall candidate experience.
Contact us to start the conversation.