Here’s why recruiters need to be more digital this year
HIRING the best candidates in today’s day and age is becoming increasingly difficult — and recruiters need to make more effort in how they showcase the company and its culture in order to attract the talent they need.
Often times, it boils down to recruiters using more digital solutions, especially social media and digital marketing, in order to ensure that potential candidates get the full picture about the business before they even make an application.
Representing the company on various social channels and platforms ensures that the company has a voice and is able to broadcast key elements about itself to those that are interested.
Often, the digital initiatives are seen as part of employer branding. However, as things change, recruiters need to stop thinking of employer branding as a task and explore how they can not only incorporate it into their own routine but also get others within the organization to make a positive contribution to the company’s voice online.
If you’re interested in strengthening your recruitment marketing efforts, here are some ideas for you:
#1 | Use video to tell your story
Video is always exciting, and it’s the best way to tell a story. Recruitment marketers often use video when they want to convey something about a brand, or the company’s culture.
If you’re seeking to indulge young graduates, you’ll find that video works best as it can be shared on social media.
McKinsey, for example, has recently created this video to explain why now is the best time to join the firm. The team has involved their Managing Partner Kevin Sneader — which builds confidence and increases trust.
#2 | Optimize your “applicant experience”
Imagine an applicant seeking to apply for a job you’ve posted online, finding themselves in an endless loop of questions, responses to which don’t save and need to be written up all over again simply because they missed out on filling in one “mandatory” field.
It resonates with you, doesn’t it? Has happened to you sometime in your life. Here’s what you need to do in order to make sure it doesn’t happen to any of your potential candidates: Get the applicant experience right.
Hire a user experience or a customer experience specialist if you need to, but make sure you map out the applicant journey and create a great experience for them – so their first experience with your company is wonderful (representative of their experience working at your company?).
#3 | Find your next recruit on social media
You don’t always have to pay a lot to post a job advert on popular job sites such as LinkedIn and Seek. What you can do instead, is create and host the job description on your website.
Next, simply post the requirement with a picture of the team or your company’s sprawling office building and facilities on social media, letting your followers know you’re hiring.
Soon, you’ll have all the applications you need, with people recommending friends and family members they think would be suitable for the job.
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— Pepsi Frontline (@Pepsi_Frontline) February 5, 2019
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