TalentMinded

It’s easy to get caught up in new technology trends because, really, they’re just hard to avoid. When every news source, conference and event places such a heavy focus on adapting the latest and greatest tools, the likelihood of getting sucked in or simply being overwhelmed is incredibly high. But instead of jumping to use every tool that emerges, you must learn to become great at those you choose and dismissing those that don’t fall in line with your recruitment marketing strategy. Here are some of the most talked about and a few aspects of each to consider when developing your recruitment marketing mix.

5 Mix and Match Recruitment Marketing Tools

1. Social media. Thanks to the high and ever-increasing number of active users on sites like Facebook and Twitter, social recruiting is often touted as the greatest thing since sliced bread. And even those who are more realistic about its effectiveness often don’t take into consideration the fact that every organization, job opening and talent pool are different. Before jumping in, consider who you’re looking for and how they really want to be contacted. Facebook may not be their preference, but LinkedIn (a social but professional network) could be a goldmine. It’s all about your company and your target talent.

2. Mobile job apps. We’re focusing on mobile apps because a mobile careers site should be in place no matter what. When it comes to mobile job apps, you must consider the value it will bring to job seekers, functionality and ease of use. There are a variety of options, but ask yourself how likely target candidates are to download a company-specific app. If you’re not providing pertinent information, along with videos, recruiter chat, the ability to apply without a resume, etc… it’s unlikely that job seekers will opt for this platform.

3. Recruitment videos. If you have the opportunity to incorporate video into your recruitment marketing mix, it will likely be one of your better investments. Not only is video incredibly engaging for both mobile and traditional Web users, it’s perfect for showing off your quarters, top employees, community involvement, executives and more. But if you do choose to create one or more recruitment videos, remember to follow best practices to achieve best results.

4. Talent communities. They don’t exist, they do exist, they sort of exist – the debate continues. Regardless of what you’ve seen or experienced this moment, it is possible to grow and nurture a community of talented individuals that could be interested in working for your company someday. However, it is time-consuming and requires a commitment that many companies can’t or won’t make. This is why engagement ceases to exist, causing many to believe it’s not possible or not worth it. Just know that it can be done and it can be rewarding if you work it in to your recruitment marketing mix with proper expectations.

5. Recruitment display ads. Some advertising is creepy. It follows you around from site to site, begging you to buy that pair of jeans you were checking out yesterday. Unfortunately, this is a huge turnoff to many users, but it doesn’t have to be that way. When adding display ads to your recruitment marketing mix, first know that you can take two routes: promoting a specific job opening or showcasing overall employment brand. Then, be sure to advertise on sites that are relevant to the user’s job search. This will help reinforce your company/job opportunities without putting a damper on the user’s other search activities.

 

These are just a few recruitment marketing suggestions to consider. The key is not spreading yourself too thin to become more than just good at what you do.

 

Image: loumurphy/Flickr