By Mona Bergeron on the Talent.com blog
Throughout job market fluctuations, how can you ensure a steady incoming flow of candidates? If you want your hiring campaigns to perform well and attract top talent, you need to adapt your recruitment strategy to new job seeker habits and technology.
In this article, you will discover five of the best ways to keep up with the times and stand out among the digital recruitment competition:
• Favor a data-driven approach
• Make your company’s EVP shine online
• Keep up with copywriting best practices
• Use social media strategically
• Increase your visibility with video job ads
Favor a data-driven approach
Recruitment shares a lot of similarities with marketing. Once you deal with digital campaigns, touchpoints and interactions, you need to identify trends, iterate and optimize. In the realm of recruitment, favoring a data-driven approach enables you to sort through large volumes of applications, spend your budget more efficiently, detect problems, and speed up the hiring process. As such, the job of modern recruiters includes using a variety of data software & analytics tools (such as resume parsing programs) to drive volume and profitability.
Modern recruitment combines the power of human intuition with machine intelligence.
Make your company’s EVP shine online
Developing and maintaining a great employer brand is a collective effort. Often, recruitment, marketing and HR departments work together to ensure there are no discrepancies between how the organization wants to present itself and how it is perceived by candidates. As a recruiter, you want to present your company’s EVP to the public in your job postings in a way that is both accurate and attractive.
Your recruitment material should accurately reflect your employer brand.
Keep up with copywriting best practices
A job listing is not simply a list of requirements. It’s also an enticing representation of your company culture. Turning an internal job description (what your company needs) into a job ad (what a candidate wants) requires copywriting skills. Speak directly to your ideal candidate by using the pronoun "you". For example, favor the sentence "You’ve never missed a deadline" over a generic "Ability to thrive in a fast-paced environment with tight deadlines". You want your target audience to feel summoned and captivated by your content.
To attract clicks and applications, your job ad must be unique and persuasive.
Use social media strategically
To attract top talent, you must know the different channels that can give visibility to your jobs. Among these channels are job platforms (both general ones and industry-specific ones) and social media platforms (such as Facebook, LinkedIn, Instagram and Snapchat). Through social media you can engage with job seekers, run targeted hiring campaigns, reach passive candidates, supplement your employee referral program and perform background checks.
A good social media strategy strengthens your employer brand.
Increase your visibility with video job ads
In the spirit of keeping up with consumer habits, consider filming your job ads. When considering that videos generate more engagement and help viewers retain information better than text and images, it’s no wonder the percentage of video content on the Internet is on the rise. If you feel like your jobs aren’t getting enough attention, you can work with your team to record an office tour, introduce your current employees, and showcase your work environment on video. Uploading video ads to your career page or your corporate YouTube channel can make you stand out from other employers.
Video job ads can help job seekers determine if there is a cultural fit.
While there are many wide-ranging skills to acquire before getting a job in recruitment, it’s also important to constantly update these skills to new realities and gain knowledge on emerging topics and technology. In the coming years, we can expect increased automation in job posting, screening and interviews. Job matching algorithms are also projected to gain traction and efficiency. The future of recruitment will probably abound in digital advancements, but the core of the trade will always be the humans who compose it.
Recruitment is about more than just finding the right hire for the next quarter. It’s also about working towards establishing an environment where every team member feels like they belong. Therefore, various endeavours and strategies geared towards reducing inequality and discrimination in hiring practices will surely shape the talent acquisition industry of tomorrow.