13 Marketing and Advertising Strategies Every Recruiter Should Know

As a recruiter, it can seem impossible to meet your quotas and fill the positions you need to. A great way to help your efforts is to take advantage of advertising and marketing.

It can seem counterproductive because you aren’t advertising a service. You’re advertising yourself as a person. However, it’s important to get your name out there so you can help beat the game.

We’ve got 13 great advertising and marketing strategies to help ramp up your marketing and advertising recruiting game.

13 marketing and advertising tips for recruiters:

Fine-tune your script

The best marketing and advertising tool you can use for your career is your script. It needs to tell your candidates and hiring managers everything they need to know. Not only that – it needs to do it in a short and charismatic way.

A great way to use this in a marketing way is to call a hiring authority. During the phone call, offer to provide them with recruiting solutions. However, the magic is in how you finesse the words.

Tweak your script and ask someone to look it over. See if you can get honest feedback regarding how it sounds to other people, and what message it gives off. Compare that to the message you’re trying to convey.

Understand your company

To be a good recruiter and to take hold of marketing and advertising effectively, you need to know your company front and back.

Not only do you need to know the history of your company and your department, but you need to have a good handle on the personalities of your hiring managers and the interview process.

Take the time to get to know the higher-ups you’re working with. You can do this by sending a well-crafted letter, or you can work your way through networking opportunities.

This will give you better insights to your company, meaning you can provide your candidates with better information. If they feel as though they have insider info, there’s a chance they’ll be more confident in the interview.

Unexpected sources

While many social media tactics stick to long-form social media such as Facebook (another point on this list – and still a good one), sometimes you have to get creative.

Twitter and Reddit are full of average joes, and a lot of them are looking for jobs. Reddit, in particular, has several job boards dedicated to various local areas. Some are specialized.

This can be a great resource to use to find candidates or advertise yourself.

Twitter is somewhat more difficult due to its character limit, but it’s best used to carve out a personal space for yourself.

As your follower count grows, so does your pool of candidates. When you’re looking for a candidate in a specific area, if you have enough followers, you can post a message and watch the responses roll in.

Be respectful

Being a recruiter is difficult. When your candidates have their very livelihoods on the line, that can put a lot of pressure on you. However, from a marketing and advertising perspective, you need to be respectful and professional at all times – even if you’re pulling your hair out with a candidate or hiring manager.

Make sure that your emails are crafted beautifully. Part of recruiting is learning how to deal with customer services and dissatisfaction.

When you contact candidates via email, especially those that just didn’t make the grade, ensure that your communication is written with respect to provide a good experience.

Predict the future

Part of recruiting is learning how to forecast. This means you need to use your intuition a little bit, but more importantly, you need to use your experience.

If a candidate comes to you through another outlet, say social media or an ad on Craigslist, you need to be able to know how much information to give them, and exactly what that information should point to.

There’s little point in marketing yourself online if you don’t know how to do that. Candidates deserve to know when the best time to apply is, what to do to get noticed, and how long the process will take.

Regardless of how you catch hold of your candidate, make sure that you know and are able to explain these prerequisites to them as part of the script.

Understand your company

To be a good recruiter and to take hold of marketing and advertising effectively, you need to know your company front and back.

Not only do you need to know the history of your company and your department, but you need to have a good handle on the personalities of your hiring managers and the interview process.

Take the time to get to know the higher-ups you’re working with. You can do this by sending a well-crafted letter, or you can work your way through networking opportunities.

This will give you better insights to your company, meaning you can provide your candidates with better information. If they feel as though they have insider info, there’s a chance they’ll be more confident in the interview.

Learn to phrase your searches

To find the best candidates (while you’re waiting for that follower count to grow), you need to be able to phrase your searches specifically.

This means you need to know what keywords will help you find the best candidates – in as few words as possible.

Longtail keywords are the best way to go and oftentimes will give you better results.

In fact, this can take you right to their social media pages, where you can contact the candidate from there. Even if you aren’t looking for someone to send to a hiring manager, you can still make your presence and social media known.

Inbound marketing

Inbound marketing and advertising are less outwardly aggressive than other types. It’s worked wonders as a sales strategy, and can also help out recruiting.

This can help you earn organic candidates while you create helpful and relevant content. Relevant content includes blogs, videos, anything you think you can give to the client or candidate for free. Good ideas are tips for interviews and how to negotiate post-offer.

Instead of actively reeling them in, you’re laying out breadcrumbs and hoping they stop by your house.

Diffuse pressure

Just like sales, there’s a lot of pressure involved in the recruiting process.

When this happens, you need to learn how to act like a consultant. After all, you want to provide value to your candidates.

Rather than focusing on aggressive tactics to chase down candidates, offer them a softer side to prove that you do business in a different and more relatable way than traditional recruiters.

Use a personal website

It may seem like personal websites are going the way of the dinosaurs since the advent of social media, but a personal website can go a long way in order to help with your advertising and marketing.

Make sure you follow all the regular steps to help get candidates. This includes a call to action, a landing page, a form, and the various steps of following up.

Additionally, combine this with inbound marketing to keep attracting others.

Use referrals

One of the best ways to get candidates is to use referrals. Naturally, you won’t be asking other recruiters for candidates, but that doesn’t mean you can’t ask your candidates.

A great way to do this is to offer rewards to candidates which refer others. It can be a great way to help others find employment as well as meet your quotas.

Facebook

Facebook is a classic way to help with your marketing and advertising strategy, and for good reason: everybody’s on it.

If you’re actively pursuing a candidate, there’s a good chance they’re on Facebook. This can help you make a personal connection with the candidate, meaning they’re more likely to go through the process.

Be personal

Finally, don’t be afraid to be personal.

Recruiting is an aggressive job that takes a lot of energy, and it can often feel like you’re required to be “on” at all times.

Online, people like to see professionalism, but people also like to see you let your hair down every so often. Don’t be afraid to (sparsely!) post personal pictures and comments, provided they’re clean and relevant.

A personal touch can help your candidates feel like they know you like they’re close to you, and they’ll be more inclined to trust you. Regardless of what social media you choose (or if you choose all of them!), this is a key aspect to forming connections and boosting your page and services.

Take control of your marketing and advertising

Recruiting isn’t easy, and that’s a massive understatement. While several of these marketing and advertising strategies can seem like common sense, they snap together with the rest with such ease.

Employ several of the strategies on this list for an avalanche of attention and candidates. Once you have a pool of candidates to select from, you’ll be able to fill any position with speed!

If you have questions about recruiting and what tactics work best for you, don’t be afraid to reach out!

2017-05-15T13:50:58+00:00