How to Ramp Up Your Recruitment Campaign
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Recruitment is definitely a hot topic at the moment, especially for our region in particular. We’ve recently sent out a business survey, and and found that many businesses are in dire need of the same thing - quality, skilled people to join their business. So we thought there’s no better time than now to address a critical issue from a marketing perspective. Let’s get into it!
Scope out the landscape >
You may be surprised to know that the job market is very repetitive, with the same positions being advertised by multiple companies. Hence why adding a listing on SEEK and hoping for the best is not going to cut it. This is the time to make sure that your ad stands out and are better than your competitors.
Check out what other businesses in your industry are doing, what they’re saying and what they’re offering. Also go back to your hiring managers or HR team to find out what kinds of questions are being asked by applicants during interviews. Then answer those questions in your job ad and all your marketing, to make it easy for people to apply for the job - and for you to find the right caliber people best suited for the position. People like certainty - so the more information you can give to people beforehand, the more they feel certain and comfortable with the position they’re applying for.
On the other hand, while you should definitely have your wish list on your job ad, think about the way that you word things. You don’t want people qualifying themselves out of applying, who might actually be a good fit for your business, but may not have too many years of experience.
Have a look at what’s available digitally, outside of SEEK >
Facebook Ads Manager: These are paid digital ads that appear on Facebook, Instagram and all the other apps owned by Facebook. These ads also appear to all of Facebook’s audience network, such a various apps and gaming platforms. Depending on what targeting you set, this can really help you find the right person.
LinkedIn ads: LinkedIn allows you to insert the industry you’re trying to target, as well as seniority levels. For example, if you’re looking for someone who has already been in management - as opposed to someone aspiring to be a manager - your advertising dollars can go towards getting your ad in front of current managers. These kinds of digital ads really let you hone in on the particular people you’re looking for, instead of a scatter gun approach where your ad goes to everyone.
Google ads: Display ads are a really good way to reach a passive audience. Your passive audience will probably not be actively searching for a job as they’re most likely already employed – and as horrible as this sounds – you should still try to reach these potential applicants. There aren’t enough applicants otherwise, especially when living in a regional area.
The good thing about going digital is that you can reach outside your primary target market, you can cast a wide net in different regions, and it’s really cost-effective.
Consider broadcast media
Especially in our region, radio is a great complementary medium to strengthen your campaign.
Pay attention to the various radio stations you’re opting for as each will have different demographics. Also pay attention to timing. This all depends on the kind of position you’re recruiting for. For example, if you’re recruiting for a corporate nine to five position, choosing breakfast and drive spots will be a very good fit. But let’s say you’re recruiting for tradies, then you could maximise your exposure by going for the cheap spots early in the morning and late night bonus spots. These would work very well because of how common shift work is among tradies.
Think about the type of person you’re recruiting and when they’re most likely to be in their car with the radio on.
While those cheaper spots and overnight bonuses are great, don’t overlook the peak drive and breakfast times, either. When we’re recruiting, we’re not just talking to potential employees, but to everyone around them as well. This could be partners, parents, siblings and friends.
Remember the basics >
SEEK: Don’t disregard the basic tools like SEEK because this is still the primary way for job seekers to keep their eye on the job market. Which brings us back to the first tip - scoping out the landscape. Make sure you answer any questions potential applicants may have and make it really easy for them to apply.
Website: Having your job listing on your website is also a good one to remember. In fact, your website could be one of the most important ones. Even if you’ve advertised on SEEK, potential applicants are going to have a bit of a look and try to research your company online, which includes looking at your website and social media to get a feel for the company and whether it would be a good fit for them.
Socials: Sharing your job listing on your socials with the ‘SEEK’ preview link and pinning it to the top of your page is another great way of reinforcing your recruitment messaging. The SEEK branding is very recognisable and easy to spot - use this to your advantage. Most likely, people will see that you’re hiring, and tag or share the post with someone they know.
Utilise those everyday platforms to showcase your company culture!
Look at your database >
Refer back to people who you’ve previously interviewed. Often during the interview process, it boils down to choosing between two or three applicants. Chances are, the second and third applicants were still fantastic candidates. Keep them in your recruitment pool, touch base with them and maintain a relationship with them if possible – LinkedIn is great for making this happen.
Probably the most important part of recruitment, apart from finding good employees, is retaining them. If you’re fortunate to get good caliber people working for you, look after them. There is nothing worse than making someone feel like they’re unwelcome or like they’re getting in the way on their first day - so be prepared when they start.