When it comes to finding the right talent and fit for your company, it takes more than posting a job listing at the moment you need to fill a position. It would be best if you strived to have a pipeline of good candidates at all times, and keeping that full requires keeping your company top of mind and standing out from other opportunities.<\/p>\n
A winning recruitment strategy is a consistent part of your overall branding. It captures who you are as a company in creative, thoughtful ways that resonate with the people you want to add to your team.<\/p>\n
Today\u2019s post shares what job seekers are really looking for, and how to improve your recruitment marketing by finding and telling your brand story.<\/p>\n
Most job candidates are looking for much more than a position. They\u2019re also looking for a fulfilling experience that can propel their career, an atmosphere they can thrive, and a business that sees them as more than just a cog in the proverbial corporate wheel. The industry and job position will define most of a candidate\u2019s expectations. Still, they\u2019ll often be looking for an employer that aligns with their values and wants to help them grow through mentorship and training.<\/p>\n
In short, a job listing lets candidates know what they need to do for you, but your recruitment efforts show potential hires what you can do for them.<\/p>\n
Pictures of a modern office with open layouts, fun break rooms, and statements about being able to bring their dog to work are great extras\u2014but they don\u2019t capture everything candidates really want to know about your company. Highlighting perks is important, but any business can have a trendy office. You need to tell your story to differentiate your company in a meaningful (and memorable way).<\/p>\n
Job seekers want to know more than what a company does\u2014they want to know what it stands for. Why employees come to work every day. What their mission statement is (and that should feel like more than just a line in the employee handbook).<\/p>\n
In fact, a company\u2019s \u201cvision, mission, and values\u201d together make up one of the top five pieces<\/a>\u00a0of information job seekers want employers to provide during their research on\u00a0LinkedIn<\/a>,\u00a0CareerBuilder<\/a>,\u00a0Indeed\u00a0and other popular job listing sites.\u00a0According to Glassdoor<\/a>, roughly a third of job seekers consider brand reputation important to their job consideration. Similarly, slightly fewer feel strongly about the company\u2019s cause.<\/p>\n As part of developing your recruitment marketing, understand what your potential employees value and actively address them. Just be sure to do so authentically. For instance,\u00a032% of job seekers<\/a>\u00a0see diversity in the workplace as very important. However, if your company isn\u2019t very diverse right now, building a story around how you offer a diverse workplace could backfire quickly.<\/p>\n Remember, recruitment marketing is still marketing. Be sure to leverage audience segmentation and targeting to serve the best possible messages. Different positions require different skill sets, and not every job seeker will have the same list of questions. Each will want to join your company for their own reasons, and some will have different concerns about your brand to overcome in your recruitment efforts.<\/p>\n All of this means you should have a variety of stories that express an assortment of experiences to share in your recruitment campaigns. Filling your sales manager position will come with different expectations and challenges than finding an entry-level employee, so they need different stories. Make sure you\u2019ve found your story for the many parts of your brand. They should always be complementary but with the right nuances to connect with your specific audience.<\/p>\n Job seekers want to\u00a0see<\/i> (not hear) why your business is a better workplace. Testimonials from clients about what it\u2019s like to work with your business can be an extension of your brand story, but you can\u2019t depend on that for recruitment. It speaks to what your company is like to work\u00a0with<\/em>\u00a0and not what it\u2019s like to work\u00a0for<\/em>.<\/p>\n2. Get Personal<\/h3>\n
3. Use Credible Voices<\/h3>\n