Free Recruitment Marketing Review

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.

What is Recruitment Marketing?

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.

Cost of Hiring

Hiring a new employee involves various hidden costs, including advertising, agency fees, interviewing, screening, and hiring.

Getting up to Speed

Getting a new employee up to speed on the job includes costs such as of training and management time.

Lost Productivity

It often takes a new employee one to two years to reach the productivity of an existing staff member, limiting productivity.

Lost Engagement

Other employees who see a trend of high turnover tend to disengage and lose productivity, leading to more absenteeism and low-quality work.

Customer Service and Errors

New hires rarely make no errors. For example, new employees take longer to complete tasks and are less adept at solving problems.

Training Cost

The cost of training is significant. For example over two or three years, a business likely invests 10 to 20 per cent of an employees salary into training.

Your Employee Value Proposition

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.

Marketing Tools

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.

Job Details

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 System

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.

Any questions?
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