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The 10 Elements of a Successful Recruitment Marketing Strategy: Part II

Posted by Cassie Sanchez | Talent Acquisition | No Comments

 
This is part two of our series “The 10 Elements of a Successful Recruitment Marketing Strategy.” Missed part one? Read it here.

So far we’ve covered employer brand, social media, talent communities, personalized content, and talent pipelines. Here are the five other elements of a strong recruitment marketing strategy. 

6. Nurture Campaigns

You may be familiar with content marketing, which is the practice of creating helpful, educational content resources for a target audience with the intention of building brand awareness, trust, and authority, and generating leads. The same approach can be applied to talent acquisition efforts with nurture campaigns.

We can no longer expect to source ideal candidates by simply posting a job opening; top talent must be courted. To engage them and keep them excited about a future with your company, build out a plan to systematically reach out with useful, inspiring content: presentations or articles from your internal thought leaders, blogs written by employees, big industry news you’ve covered, etc.

7. The Right Tools and Tech

Deep breath: Running all these marketing efforts is not as difficult as it sounds — if you have the right tools. Get yourself a platform that allows you to easily create and automate campaigns, including building professional landing pages, with no coding necessary. A point and click solution built specifically for talent acquisition is your best friend, and will help you ace this whole marketing game.

8. Diversity Initiatives

As diverse organizations outperform those with more homogenous workforces, diversity initiatives should surely be part of your recruitment marketing plan. Whether you aim to connect with more women, minorities, military vets, or any other underrepresented group in your company, a specialized marketing plan for engaging these folks — including posting jobs to diversity sites — will help you reach your goals.

Need some examples of other great diversity programs? Here are a few of our favorites:

Deloitte’s Military Veterans site

Deloitte’s Women in Tech site

The NFL’s Diverse Talent Community site

9. University Outreach

How great would it be for students to graduate already aware of and excited about your company? It’s possible with a good university outreach plan. Determine your key schools and plan out a calendar of campus recruiting events. Aim for a year-round presence to stay top-of-mind for the upcoming graduating class. Be sure to set performance goals and track results.

10. A Plan to Appeal to Millennials

While even millennials are sick of hearing about millennials, the fact remains that they’ll make up three-quarters of the workforce by 2030 — they’re indisputably worth having a specific plan for. A Deloitte study found that most millennials want to work for a company with a purpose beyond profit, which is in line with what we commonly hear about this group: socially engaged, motivated by more than money, looking for work/life balance, focused on growth.

Some tips for attracting millennials:

  • Emphasize development and growth opportunities
  • Invest in training and mentoring programs
  • Clearly and regularly communicate your company mission and purpose

These 10 pieces of recruitment marketing make up a comprehensive strategy. Focus on these, and you’ll be set up for success. Need a little guidance? Let’s chat. You might also like our recently released Ultimate Guide to the Ultimate Candidate Experience.

Happy marketing!

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