Kate Maguire, CDR’s Post

🔍 Like any sales and marketing funnel, talent acquisition works on the same principle: building a consistent approach to attracting, engaging, and hiring top talent. Enter #RecruitmentMarketingFunnel 📈 - a journey guiding potential candidates from initial awareness through to application and hire: 1️⃣ Awareness = Advertising: This is an essential step where leveraging social media, content marketing, and employer branding is critical to creating a solid first impression. 2️⃣ Interest = Branded Content: Now that you’ve caught their attention, it’s time to build interest. Share stories of employee success and insights into your company culture, benefits, and career opportunities. 3️⃣ Consideration = CTA: Candidates may be interested, but they’re weighing their options. This is where targeted content, personalized communication, and engagement strategies come into play. 4️⃣ Intent = Career Site: They’re almost ready to plunge. The most crucial step is to ensure your application process is seamless, easy, creates a great experience 5️⃣ Application = Career Site & CRM: The journey doesn’t end here. Maintain communication, provide updates, and ensure a positive candidate experience post-application. 🚀 By understanding and optimizing each stage of the recruitment marketing funnel, we streamline our talent acquisition process and create meaningful connections with potential candidates, setting the stage for long-term success and employee retention. 💡 P.S: SmartDreamers can help with all of the above ☝ #RecruitmentMarketing #TalentAcquisition #Marketing #CareerSites

Hiring the right marketing talent is crucial for any business’s success. This blog looks at the key challenges hiring managers face and offers best practices to streamline the process. From identifying the right skills to ensuring cultural fit and promoting diversity, this guide covers it all. 🔍 Key Takeaways: * Identify Essential Skills: Stay updated with the evolving marketing landscape. * Assess Creativity: Look for innovative thinkers. * Evaluate Cultural Fit: Ensure candidates align with company values. * Promote Diversity: Use inclusive screening techniques. Read more to build a strong, diverse marketing team that drives success! https://loom.ly/NGnhuqw #Marketing #Hiring #TalentAcquisition #DiversityAndInclusion #BusinessSuccess

Recruitment plays a pivotal role in shaping the success of any business, intertwining with the core of your marketing strategy. Here are five compelling reasons why recruitment should be a cornerstone of your marketing plan: Firstly, a talented team is the backbone of any successful marketing campaign. By recruiting skilled professionals who align with your brand's values and vision, you ensure that your marketing efforts are executed with precision and creativity. Secondly, a diverse team brings a wealth of perspectives and ideas to the table. By prioritizing diversity in your recruitment process, you can tap into a broader range of insights and approaches, leading to more innovative and inclusive marketing strategies. Thirdly, recruitment is an investment in the future of your business. By attracting top talent and nurturing their growth within your organization, you not only strengthen your current marketing initiatives but also lay the groundwork for long-term success and sustainability. Moreover, a well-rounded team can help you navigate the ever-evolving landscape of marketing trends and technologies. By recruiting individuals with diverse skill sets, from data analysis to creative design, you can stay ahead of the curve and adapt to changing consumer preferences effectively. Lastly, a strong team fosters a positive company culture, which directly impacts your brand's reputation and customer loyalty. By prioritizing recruitment as a strategic component of your marketing plan, you can build a team that embodies your brand values, resonating authentically with your target audience. In conclusion, integrating recruitment into your marketing strategy is not just about filling roles; it's about cultivating a dynamic team that drives innovation, fosters inclusivity, and propels your brand towards sustained success. #RecruitmentStrategy #MarketingSuccess #TeamBuilding

Most approaches to #talentattraction are too reactive. 😮💨 When a hiring need arises, the below usually happens: 1. Quick! Write some shonky job adverts and spend on job boards / social ads. 2. Attract some attention in the market and hope for applications. 3. Fail to build brand relationship with future talent due to the solely 'APPLY NOW!' content, which is all very transactional and lacks any kind of engagement. 4. Make a few hires (if you're lucky to get decent applications. 🙏🏼) 5. Everyone involved takes a deep breath, adopts the fetal position in a dark room to recover, and waits for the next panic. 😱 Moving away from this exhausting #recruitment version of Groundhog Day is where a case for proactive #employerbranding and talent attraction becomes critical. The hamster wheel described above is repeated flood recovery 🏊🏼♂️. Employer brand marketing is building flood defences. ☔ But, have you ever tried discussing anything related to recruitment and #talentacquisition with some stakeholders when they're not actively hiring? Often, it's met with, "But I'm not recruiting right now, so why should I focus on this? My time is better spent elsewhere." On the surface, this seems logical, but it's a false economy. The time thought to be saved during recruitment 'peace time' is lost in the chaotic scramble of the next hiring battle, when having to start from scratch. Every... God-damn... Time! 😭 🤬 Let's be realistic. There will always be times when you'll need to be reactive, but for many, there's a huge opportunity to use a more proactive approach - building relevant audiences, nurturing them, and then approaching them first when hiring needs reappear. The rationale is quite simple when you think about it... These people will have already shown interest in your organisation, they'll be warmer to the idea of joining your team, more accessible, and likely to apply quicker, move through the interview process faster, start sooner, and cost less to attract and hire. Being more proactive with your talent acquisition via employer brand marketing doesn't just result in more efficient recruitment. The positive impact it has on time and costs means its also smarter business. 💡 📈 (Credit: my creative below was inspired by Erik Qualman's, Socialnomincs [2009]) ----- (By the way, please don't be shy. Feel free to connect with me for more ramblings and rants about company #culture and it's communication through #evp, #employerbranding, and #recruitment #marketing 👋🏼).

Today, let's explore the key differences between Recruitment Marketing and Traditional Marketing. Recruitment Marketing is focused on attracting, engaging, and nurturing talent, utilizing employer branding to showcase company culture, and targeting specific candidate personas to build a talent pipeline. On the other hand, Traditional Marketing primarily targets external customers and consumers, emphasizes product or service promotion, targets a broad audience for sales and brand awareness, and aims for immediate transactions and conversions. Understanding these distinctions helps recruiters tailor strategies for talent acquisition. The recruitment landscape is evolving, and Recruitment Marketing brings a fresh perspective to the traditional marketing playbook. What are your thoughts on this comparison? Share in the comments! #recruitmentmarketing #traditionalmarketing #talentacquisition #hiring #hiringmanagers

What are the best channels and platforms to share your employee stories with potential candidates? 1. Your own career site: Showcase employee stories for authentic insights into company culture. 2. Social media: Share employee stories on platforms like LinkedIn, Instagram, etc., for broad reach and engagement. 3. Employer review sites: Upload your content to Glassdoor, LinkedIn Life tab etc., to enhance employer brand. 4. Email Marketing: Personalize communication with employee stories to connect with potential candidates. 5. Sourcing messages: Include stories to interest passive candidates and highlight company culture. 6. Job ads: Humanize recruitment efforts by integrating employee stories to attract candidates. Sharing employee stories with candidates throughout the candidate journey enhances the experience, promotes your brand, and creates a unique value proposition.

Very insightful article. Innovative #HR strategies are vital in today's competitive job market. Leveraging social networks and inbound recruiting helps attract #GenZ talent. By focusing on key metrics aligned with organizational goals, HR can make informed decisions to optimize recruitment and retention efforts. How are you evaluating your #recruitment campaigns?

THE RECRUITER ROLE IS DEAD - HAIL THE TALENT MARKETER I've penned down my thoughts on Built In about the shift from transactional recruiting to talent marketing. This isn't just a prediction; it's a well-thought-out strategy to move from transactional to strategic recruitment. Read my article and share your feedback in the comments! #builtin #phenom #talentmarketer #recruiting [Link to the article: https://lnkd.in/eZd4yzZn]

KPIs recruiters should observe for an efficient recruitment strategy 🌟

Here's how you can seriously step up your Recruitment Marketing game, and make your hiring process a total success! 🚀 1. Leverage Social Media 📱: Engage with potential candidates on different platforms - Twitter, LinkedIn, Instagram, you name it! 2. Optimise Job Listings 🕵️♀️: Make them SEO-friendly to attract more traffic and be easily discoverable. 3. Highlight Company Culture 🏢: Positively showcasing your workplace environment can make a huge difference. 4. Utilise Employee Referrals 👥: Encourage your team to recommend others. The best people know the best people! 5. Use Data Analytics 📊: Understand the market trends and gain valuable insights. 6. Foster Candidate Relationships 💬: Keep candidates engaged and informed during the entire hiring process. 7. Offer Competitive Benefits 💼: Highlight the perks and advantages your company offers. 8. Use Clear Job Descriptions ✔️: Be specific and concise to avoid any ambiguity. 9. Engage Passive Candidates 🚶♂️: Reach out to those who aren't actively searching. They might be your next hire! 10. Utilise Video Content 🎬: Create engaging and informative videos to make the job role clear. 11. Incorporate Automation 🔄: Automate repetitive tasks for better efficiency. 12. Be Mobile Friendly 📲: Optimise for mobile users’ convenience. 13. Highlight Growth Opportunities 🌱: Show potential for career advancement. 14. Leverage Employer Branding 🎨: Promote your reputation as a top-notch employer. 15. Use Targeted Advertising 🎯: Reach specific demographics effectively. 16. Maintain Online Presence 💻: Stay active and relevant online to keep attracting top talent. 17. Utilise AI and Chatbots 🤖: Streamline candidate communication. 18. Promote Diversity 🌍: Emphasise inclusivity in your workforce. Diversity is strength! 19. Use Influencer Marketing 📣: Leverage well-known figures in your industry for promotion. 20. Share Success Stories 🏆: Showcase testimonials to build trust and credibility. So, how are you improving your recruitment marketing strategies? #RecruitmentMarketing #TalentAcquisition 👍