What do you do to fill a vacancy in your company? Do you post a job on Indeed, Glassdoor, and LinkedIn and hope the applications pour in?

If it doesn't work, it's probably because candidates have no idea what your company is and does.

Human resources and recruitment are changing.

Candidates no longer have the same expectations.

They want to know why they should choose your company over another. To attract them, you need to tell them a story, the story of your company, and explain the role they can play in that story.

What role can candidates play in your business?

By doing so, you ensure that you fill all your vacancies with the right candidates.

But how do you tell that story? The answer: through recruitment marketing!

What is recruitment marketing

Recruitment marketing is all the strategies and channels you use to communicate about your brand, goals and job openings.

Recruitment marketing is based on three main points:

• The promotion of recruitment ads
• The implementation of an Inbound Recruiting
strategy.
• The development of the employer brand

You are probably already present on at least one of these points, but it is their complementarity that makes them strong.

Promotion + Inbound Recruiting + employer brand: the winning trio!

Promoting job ads

If you're simply promoting your job postings, you're in the business of Outbound Marketing.

This basically consists of posting jobs and attending job fairs.

These actions are important, but you must do more than just them if you want a successful recruitment marketing strategy.

In fact, 30% of positions remain unfilled if an offer has only been released without further strategy.

The implementation of an Inbound Recruiting strategy

With Inbound Recruiting you'll be able to answer your candidates' question "Why come work for us?".

The primary goal of this approach is to attract talent to your company by creating quality content and sharing it.

To do this, you need to segment candidates through Candidate Personas. This is a fictional representation of the ideal candidate.

The content shared and the channels used are then optimized to match the expectations of these Candidate Personas.

Employer Brand Development

You'll have less trouble recruiting if you have a strong employer brand.

Having a strong employer brand means that when candidates connect with your company, they already know why you're amazing and why they want to work with you.

To do this, you need to develop a corporate culture that your employees can be proud of. They are the ones who know your company best. So they can become its ambassadors if you can get them engaged enough.

What's in it for your business ?

To keep up with the competition, companies must innovate and expand their markets. But that can't be done without talented employees. Yet, recruiting and retaining talent is increasingly difficult.

Indeed, candidates have changed. So the way they search for jobs has changed as well. They have the means to compete with companies that are looking to recruit them. It is more important than ever that companies be relevant to candidates.

Today's candidates do a lot of research on companies before they even get in touch with them.

To get information, they use the same channels they would before making a purchase. So companies need to consider their future candidates as leads and get them into a conversion process.

It's time to invest in a global recruitment marketing strategy if you want to come out on top in the war for talent!