Your recruitment, talent, and staffing marketing strategies need to be on point to attract the right kind of people in your job advertisements during your candidate search. The world of business is an always evolving world, if you want your business to succeed you need to have the best of the best in your employment. This can be a daunting task to some considering just how competitive the job market has become these days. Here are ten considerations to keep in mind while evaluating your talent acquisition marketing strategy.

Your current employees can be the greatest and easiest tool to have in your recruitment marketing strategy.

Create a referral system that incentivizes your employees to refer a friend, colleague, or family member that they believe has the skills your company needs. This not only gives your team members an additional way to make them feel even more a part of the company team, but it also is a cost-effective way to bring in new talent without all the additional marketing costs.

Plus, everyone knows that working with friends is a great way to boost morale and productivity.

Your website is the face of your company in today’s technological world. What potential candidates see when they click over to your website after seeing your job advertisement will determine whether or not they want to fill out an application for your open positions.

Having a careers page on your website gives your potential candidates a place where you can showcase all the information you want your candidates to know about your company, what your current employees love about the company, and its work culture and employee benefits for any open positions you are looking to fill.

However, this is only as effective as the strength of the SEO of your website and your careers pages. You will need your pages to have strong search engine optimization based on your brand keywords.

You can learn more about the basics of SEO here.

Social media has been an immovable force in the world of business over the last decade, and even more so in the last two years. Use social media friendly job posting platforms that allow you to add videos and images to your job advertisements such as SidePost.

Companies that are unable to or unwilling to learn and incorporate social media into their business and recruitment marketing strategies are missing out on the largest audience of potential customers and potential job candidates. To that point, studies have shown that companies that develop leads through social media tend to convert at least seven times more than their leads that are outside of social media.

So, if you haven’t already, it’s time to devote a good portion of your candidate search to creating effective recruitment strategies and practices with social media.

Even though businesses must learn to adapt to a social media world now, that doesn’t mean your company should throw out some of the older and traditional ways of job advertisements.

Don’t ignore or neglect job board advertising. Make sure that your recruitment marketing strategy includes the use of job board advertisements.

By taking the extra step to promote these job advertisements, you will increase the chance of candidate conversions because your advertisements will be shown at the top of the job board ahead of everyone else’s.

Once you’ve created your careers page with SEO in mind, take the time to set up a live chat option for all of your candidates that will be visiting the page.

By adding this live chat option, you can communicate with your prospective new employees to answer any questions or concerns they might have. Going this extra mile for your candidates will show them you and your company is easily accessible and willing to help them through the application process in a friendly manner.

After you have been able to collect the information from your job candidates, have your talents acquisition marketing team begin an email and video campaign to stay fresh. A good recruitment marketing strategy should be a multi-faceted strategy. One of these strategic approaches should be email and video campaigns. Use Job Story Builder to build talent acquisition campaigns.

Use email and video marketing to highlight any relevant information about the company and its successes. Show your candidates all the awards you’ve won, give specific employees and teams the spotlight to brag on how well the work environment and culture are.

80% of people want video content from the companies they show interest in, and email marketing still holds one of the highest ROI.

Facebook is still one of the most frequently used and visited social media websites daily.

Using Facebook advertising not only allows you to promote your job advertisements on Facebook but Instagram as well. Invest in the education of your staffing marketing team to make sure they know how to utilize this powerful marketing tool to promote your open positions to exact regions, education levels, and work experience.

YouTube has become the second-largest search engine in the world, after Google. All you need is an existing Google Ads account and a YouTube account from which you will upload your video ads. An alternative to YouTube could be creating a highly visual and video-enabled Job Story and share it on professional social media websites such as LinkedIn.

Simply take snippets of the videos you’ve already created (or create brand new ones) for other marketing campaigns and strategies and pay a low and reasonable amount to have them turned into short YouTube video ads or display ads.

As it is with Facebook advertising, you can dial in the specific audiences you want to see your video ads so you are not wasting your recruitment marketing budget advertising to the wrong target audience.

It is inevitable for a job candidate to do some review research on your company. They will look for this information from websites like Yelp. You want to make sure that those business listing websites are another lead generator that works for you rather than against you.

When they are researching your company, make sure those listings have the correct information about your company such as your building location addresses, website links, and contact information.

This simple but effective tool can be overlooked by some businesses, but it is still important to have. The last thing you want to happen is for someone to end up at the wrong location or call the wrong business when setting up an interview.

Reputation is a vital key to keep in mind when you are looking to acquire new talented hires. You want to make sure that your candidates are getting a clear and honest picture of your company and how it operates.

If you’ve spent years developing a great reputation for your company you want to make sure that your reputation is upheld on these review sites. Statistically speaking, 75% of job seekers are more likely to apply to a company that actively manages and upholds its reputation.

Job advertisements have been evolving from the traditional job post. Those boring, text-only job posts are no longer attracting the best talent because the way we consume information has changed. Job seekers will often look over a job post and make a split-second decision of whether or not they should apply for a job.

• Want to stand out as an employer?

• Want to persuade and attract hot young top talent?

• Want to tell a compelling story about your job?

• Want to add video, photos and voice to your job posts?

If your answer to any of these questions is YES, try SidePost