Employer brand is more important now than ever. Before we start your recruitment marketing strategy, we will collaborate with you to strengthen your employer brand. We will look at your EVP (Employer Value Proposition) and we will examine the 4 components which are so important to job seekers. Compensation, Benefits, Career and Culture. After making sure we have made, or are making, all the updates necessary to strengthen your employer brand, we will get to work raising brand awareness among job seekers.
What is Recruitment Marketing?
In today’s tough labor market, companies are experiencing catastrophic consequences of unfilled positions. And yes, sadly, in countless industries, such as construction and the trades, drivers, food service, and other staff level employment, many previously successful business have had to close its doors or turn away business due to staffing issues alone. Recruitment marketing is here to stay, and it is one of the most important investments a company can make. Although it is driven by employer brand, the two are not the same. Recruitment marketing is made up of strategy and many plans put into action often before the potential candidate has even heard of a company. That is the very first step, putting a brand on their radar. Recruitment marketing is a marathon, not a sprint. If done right, it can not only help your company acquire committed and dependable employees, but it can also improve the job satisfaction of all employees and increase retention of one of your most valuable assets, your employees. Hey Red also has a specialty program designed for recruiting culturally diverse, English as a second language employees.
There are two types of recruits we target when we are creating a recruitment marketing strategy: Active and passive jobseekers. With passive candidates you are trying to court individuals who would make an ideal candidate for a specific role and are not actively seeking a job, but may be open to a change. Ironically, active job seekers make a much smaller cohort than passive ones. For both groups, this “courtship dance” must be carefully planned. At Hey Red Communications we use an exclusive process we have developed involving internal surveys and interviews and focus groups with current employees and hiring managers. We use all the information we gather to create a recruitment marketing strategy, which depending on your goals, can involve building of a career site, recruitment event organizing, content strategy, content calendars and personalized email campaigns. And because recruitment marketing rarely shows immediate results, we will first shore-up your current recruitment efforts. For recruitment marketing to be effective it takes time to generate interest and engage with potential hires. However, once the recruitment funnel is designed, a framework is in place for the long-term success of your recruitment and retention efforts. We will also help turn your current employees into brand ambassadors. One of the best ways to do this is to strengthen retention efforts. There is no better advertisement for an employer brand than happy employees who love where they work and how they are treated.
