How do you measure the effectiveness of your recruitment marketing segmentation strategy?

Applying the STP model provides a robust framework for recruitment marketing. Segmentation: Use variables like demographics, psychographics, behavioral data, and geographic location to create distinct candidate personas. For example, segment candidates by career stage (entry-level, mid-career, executive) and industry-specific skills. Targeting: Evaluate segment attractiveness based on criteria such as segment size, growth potential, and alignment with hiring needs. Select target segments that offer the best return on investment. Positioning: Craft tailored messaging that resonates with each segment. Highlight UVP, such as career growth opportunities and company culture, to differentiate your employer brand in the minds of candidates.

✅ Start with Your EVP Ensure your criteria reflect what makes your company unique. For example, if innovation is key, segment by creative skills. ✅ Focus on Key Skills Group candidates by specific skills needed. For tech roles, use programming languages or software proficiency. ✅ Use Location Wisely If remote work isn’t an option, segment by location to tailor your approach. ✅ Consider Candidate Source Group by source, such as job boards or referrals, to see which channels bring the best talent. ✅ Stage of Recruitment Segment by recruitment stage, like applied or interviewed, to personalize communication and next steps. By keeping segmentation simple and aligned with your goals, you can find the best candidates for your team.

¿Por qué es tan importante definir los criterios de segmentación? 1️⃣ Segmentar bajo un criterio es configurar unas determinados condiciones básicas para la efectividad de las estrategias. 🚩Incluso, podemos decir que este paso es esencial para conocer a qué "público" debemos orientar nuestros esfuerzos, ya que nos permite identificar el grupo objetivo o target del negocio. 2️⃣ Estos criterios, son indispensables para dividir un grupo extremadamente heterogéneo en sectores más homogéneos y fáciles de monitorear en cuanto a sus necesidades, objetivos y deseos.

Agree, in my comment, I just want to dive deeper into the key metrics for those who need. - Awareness: you can track CPM, reach, social media mention, website traffic - Engagement: CTR, Time spent on page, No of shares and likes on social media - Conversion: lead generation, application rate - Quality: Acceptance rate, time to fill - Cost: CPL (Cost per lead), CPA (cost per application), CPH (cost per hire), ROI (difficult to calculate as you need to know the net profit from new hires, then divide it by total RM cost) All in all, tracking key metrics is very essential to optimize your campaigns and make informed decisions.

Todos estamos de acuerdo en que para captar empleados y mantenerlos es fundamental construir buenas relaciones. En un mercado tan competitivo, las empresas no pueden conformarse sólo con incorporar buenos empleados, sino que también es necesario hacer una buena gestión de los mismos. 🤝 Eso solo se logra con un trabajo constante, siendo atentos, intentando siempre superar unas expectativas y demostrar lo valiosos que son. ¿Cómo? 👇🏻 - Pon especial atención al servicio que prestas. - Monitorea lo que se comentan de la compañía. - Utiliza métodos de gestión de relaciones. - Comparte consejos o estrategias. Contar con una plantilla satisfecha es la mejor herramienta para darse a conocer y posicionarse. 🔝

Ajustando los criterios de segmentación podremos lograr ser más eficaces con el tiempo, dinero y otros recursos invertidos apuntando a un grupo de personas con características parecidas en vez de hacerlo de forma individual. Pero ¿Qué nos ofrece optimizar los criterios? 🚩 - Reducir costes. - Priorizar fácilmente a qué grupo de personas quieres dirigirte y crear estrategias. - Identificar nuevas oportunidades que te permitirán adelantarte a tus competidores. - Podrás adecuarte a las necesidades de tu público. - Fidelizar a los empleados existentes. Vinculado con todo lo anterior, podrás realizar estrategias más personalizadas. 💡

Dont forget the early talent: One segment that is usually ignored are the university talent population. Due to cost compulsions and more importantly, need for new ideas and innovation, organizations are increasingly relying on talent from universities. This population's expectations are starkly different from the rest of work force - content they want to see, channels (platforms) in which they reside, the way they want to learn about an organization etc. While segmenting, these nuances need to be taken care of.

Once you have the baseline results of how you are performing across your segments, collaboration with other groups that impact performance are key. Different audience segments place different levels of value on various aspects of company culture/environment....something that is not within the control of a Recruiting/Talent Attraction team. If the attraction of a specific segment is critical to the success of the business, show the stakeholders WHAT is happening (current performance), WHY it is happening (ex: benefits offering/brand misalignment with candidate values) and HOW it can change (a research-backed solution).