If you're looking to grow a stronger employer brand, practicing recruitment marketing is the key. Recruitment marketing is the process of attracting and hiring top talent through strategic marketing efforts. It's a combination of traditional marketing techniques and new technologies that are aimed at recruitment and hiring. If done correctly, recruitment marketing can help you reach more qualified candidates, improve your employer brand, and increase employee retention rates.

What is employer branding?

Employer branding is the process of creating and promoting a positive image of your company as an employer. It's about making your company attractive to potential employees and showing them why they should work for you. A strong company reputation can help you attract candidates and retain top talent, improve employee satisfaction, and reduce turnover rates.

What is recruitment marketing?

Recruitment marketing is a relatively new term in the world of talent acquisition, but it’s one that is growing in importance.

So, what is recruitment marketing? Recruitment marketing is the process of using marketing tools to attract and recruit potential employees. It can be used to reach out to current or potential employees, and can be used as a way to attract both active and passive candidates.

How does employer branding and recruitment marketing go together?

How can recruitment marketing help your company grow a stronger employer brand? Recruitment marketing can help you reach more qualified candidates, improve your workplace brand, and increase employee retention rates. By using targeted marketing techniques, you can reach candidates that are a good fit for your company culture and values.

Additionally, recruitment marketing can help improve employee satisfaction by providing employees with an enjoyable recruitment experience. Recruitment marketing is a process that uses marketing techniques to identify, attract, and engage candidates. The goal of recruitment marketing is to build relationships with candidates and create a pipeline of qualified applicants.

10 steps to build a stronger employer brand with recruitment marketing

There are a number of recruitment marketing strategies you can use to build a stronger employee value proposition:

Step 1: Analyze Your Company Culture

If you want candidates to perceive your company as a great place to work, it's important to start by analyzing your company culture. What values and attributes do you want to communicate to potential employees? What makes your company unique? Once you've answered these questions, you can begin developing a recruitment marketing strategy that will help you communicate these messages to candidates.

Step 2: Develop Key Messages

After you’ve analyzed your company culture, you’ll need to develop key messages that you want to communicate to potential employees. These messages should be based on the values and attributes that you identified in Step One. Once you have your key messages, you can begin developing recruitment marketing materials that will help communicate these messages to candidates.

Step 3: Identify Your Target Audience

One of the most important aspects of your recruitment marketing strategy is identifying your target audience. Who are the candidates that you want to reach? What are their needs and interests? Once you’ve answered these questions, you can begin developing marketing strategies that will help you reach your target candidates.

Step 4: Build an Employer Branding Strategy

After you’ve analyzed your company culture, developed key messages, and identified your target audience, you can begin building an employer branding strategy. This strategy should be based on the values and attributes that you want to communicate to job seekers. Once you have a company branding strategy in place, you can begin developing recruitment marketing materials that will help communicate these messages to candidates.

Step 5: Develop an Employee Referral Program

One of the best ways to reach potential employees is through your current employees. Developing an employee referral program is a great way to encourage your employees to refer candidates that they think would be a good fit for your company.

Step 6: Create a Engaging Careers Page on Your Website

Your website is one of the most important recruitment marketing tools you have. Make sure you have a dedicated careers page that provides information about your company and open positions. It's a great place to include employee testimonials, company benefits and what makes your company a fun and interesting place to work at. Also make sure that applying to jobs at your company is easy and mobile friendly!

Step 7: Use Social Media in Your Recruitment Marketing Efforts

Social media is a great recruitment marketing strategy. Use social media to share recruitment marketing content about your company and open positions.

You can also use social media to engage with job seekers and build relationships. Social media lets you run dynamic recruitment marketing campaigns and target them towards your set target candidates and is a great way to let passive and active candidates in on how it is to work at your company as well as engage with these potential candidates. This will hopefully make your company top of mind when it is time for these people to look for another job.

Step 8: Engage with Candidates throughout the Recruitment Process

It’s important to engage with candidates throughout the recruitment process. Keep them updated on the status of their application and let them know when they can expect to hear from you. If you’re not interested in a candidate, let them know as soon as possible.

The recruitment process can be stressful for candidates, so it’s important to keep them updated and engaged throughout the process. Giving candidates a good experience during the recruitment process will definitely strengthen your employer reputation and the way people talk about your company.

Step 9: Keep previous candidates in your talent pool

Just because a candidate is not a good fit for a certain position does not mean they are not a good fit for your company. Keep previous candidates in your talent pool and reach out to them when you have a position that they might be a better fit for. You can also keep in touch with them even if you don’t have a job opening, so they know that your company is still interested in them and their career development.

Step 10: Measure the Results of Your Recruitment Marketing Activities

After you've implemented your recruitment marketing activities, it's important to measure the results with recruitment KPI's. What worked and what didn't work? What was the cost per hire? How many candidates did you reach? These are all important questions that will help you improve your recruitment marketing funnel. By measuring the results of your recruitment marketing activities, you can ensure that you're making the most of your recruitment budget and making a positive impact on your company brand.

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