How can you integrate internet recruiting with your overall strategy?

Internet recruiting is a powerful tool to attract and engage talent, but it also comes with some challenges and risks. How can you integrate it with your overall strategy to achieve your hiring goals and avoid common pitfalls? In this article, we will explore some best practices and tips to help you optimize your internet recruiting process and align it with your business needs and values.

1 Define your target audience

Before you start posting your job ads online, you need to have a clear idea of who you are looking for and where they are likely to be found. Research your ideal candidates' preferences, behaviors, and expectations, and tailor your messaging and channels accordingly. For example, you might use different platforms, keywords, and tone for entry-level, mid-level, and senior-level positions, or for different industries, locations, and demographics.

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Rebekka Gotter

Strategic Talent Acquisition Specialist accelerating Relex's growth | Tech Recruiter | Career Coach empowering international job seekers to find their dream job in Finland
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It is really important to "be where they are". That means that you need to have a clear picture of where the talent that you would like to hire spends their time online and which platforms they use to search for jobs. Start by asking the team members of the team you want to hire for where they spend their time online and where they would look for job ads. That gives you a good insight into relevant channels. This does not only apply to your job ads but also to any Employer Branding efforts you might want to start.

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2 Choose your platforms wisely

There are many options to choose from when it comes to internet recruiting, such as job boards, social media, career sites, blogs, podcasts, webinars, and more. However, not all of them are equally effective or suitable for your needs. You need to consider factors such as cost, reach, quality, relevance, and engagement when selecting your platforms. You also need to monitor and measure your results and adjust your strategy accordingly. For example, you might use a combination of niche job boards, LinkedIn, and your own website to showcase your employer brand and attract qualified candidates.

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Rebekka Gotter

Strategic Talent Acquisition Specialist accelerating Relex's growth | Tech Recruiter | Career Coach empowering international job seekers to find their dream job in Finland
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Your own career site is a must in today's internet recruiting. This is where you can showcase your company culture, your ways of working, your open positions, and more. Introduce your employees and how they got to where they are now. Give tips and help candidates to prepare for interviews with your company. Let your CEO introduce themselves through a video message. Your own career site offers tons of opportunities to showcase why your company is a great place to work at and is also usually the most cost-effective channel.

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3 Optimize your content

Your internet recruiting content is your first impression and your main communication tool with your potential candidates. You need to make sure it is clear, concise, compelling, and consistent across all your platforms. You also need to optimize it for search engines and mobile devices, as most candidates use them to look for jobs. Use keywords, headings, bullet points, images, videos, and testimonials to make your content stand out and convey your value proposition. Avoid jargon, errors, and vague statements that might confuse or discourage your audience.

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Rebekka Gotter

Strategic Talent Acquisition Specialist accelerating Relex's growth | Tech Recruiter | Career Coach empowering international job seekers to find their dream job in Finland
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It is really important that you adapt the language and formats that speak to your target audience. Trends change quickly. What does not change is that you need to convey an authentic picture and show the people behind your company and your content. No one is attracted to corporate jargon.

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4 Engage your candidates

Internet recruiting is not a one-way street. You need to interact with your candidates and build trust and rapport with them throughout the process. You can use various tools and techniques to engage your candidates, such as email marketing, chatbots, surveys, quizzes, gamification, webinars, and live events. You also need to provide timely and personalized feedback and follow-up to keep them interested and informed. Remember that your candidates are also evaluating you and your company, so you need to showcase your culture, values, and benefits.

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5 Streamline your process

Internet recruiting can generate a large volume of applicants, but it can also create a lot of noise and clutter. You need to have a system in place to manage your internet recruiting process efficiently and effectively. You can use software and automation to help you with tasks such as screening, sorting, scheduling, tracking, and reporting. You also need to have clear criteria and guidelines for evaluating and selecting your candidates. However, you should not rely solely on technology and lose the human touch. You still need to conduct interviews, assessments, and reference checks to verify your candidates' skills, fit, and potential.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you integrate internet recruiting with your overall strategy?

1

2

3

4

5

6

1 Define your target audience

2 Choose your platforms wisely

3 Optimize your content

4 Engage your candidates

5 Streamline your process

6 Here’s what else to consider

Recruiting

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How can you integrate internet recruiting with your overall strategy?

1

2

3

4

5

6

1 Define your target audience

2 Choose your platforms wisely

3 Optimize your content

4 Engage your candidates

5 Streamline your process

6 Here’s what else to consider

Recruiting

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Thanks for your feedback

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