Changing jobs means moving for the right opportunity, which means employer branding campaigns need to work harder to attract the attention of a more active, more discerning talent pool.
Job seekers are increasingly basing their decisions to move based on online research and interactions. Effectively meeting them on the web means applying online marketing principles to recruitment campaigns. Take a moment to think about whether you do any of the following recruitment marketing activities, and how easy it would be to make these changes:
1. Proactive employer branding
When do you talk most about the benefits of working for your company: all the time, or only when recruiting? Publishing content on this topic more often would demonstrate to passive candidates the benefits of registering interest for potential jobs or sending a speculative application email. Buffer, the social media sharing startup, recruits almost entirely using an inbound marketing approach. With a team of 70, and 20 new positions advertised, they get on average “1,500-2,000 applications per month,” all from the same channels: content, social, email – leading to their careers page.