Here are 71 trendy marketing ideas you can use right away to make your 2024 recruiting efforts a smashing success.
Mind that you don’t have to apply all of these ideas at once. Choose those that best fit your style, value, and budget. That said, let’s get started with the list!
Read the entire article- 70+ instant-action recruitment marketing ideas
1. Focus on low-hanging fruit first – Your brand identity
In the simplest terms, brand identity is what the public sees. It is the amalgamation of carefully selected visual elements like typography and color palette, logo, web design, social media graphics, etc., used to tell a “story” of your brand.
2. Stay away from “IDIOT” mistake
Most recruiters jump on social media without understanding the intent, ideas, and influence factors that contribute to its success.
Well, they make “IDIOT” mistakes. IDIOT here stands for –
I: “I, Me, My” syndrome
D: Dumb it down
I: Information without invitation
O: Overselling
T: Talk without action
Let’s discuss each, along with their probable solutions.
“I, Me, My” syndrome
No, your social media postings do not need to be all about YOU. In fact, if you only talk about yourself, your company, your blogs, and your resources, people will tune you out.
So, what should you do? Promote other experts. Allow guest posting on your site. Invite them to your podcast. Put their articles in your newsletter. In short, share, collaborate, and cross-promote other recruitment businesses.
Dumb it down
This mistake comes from the fear that if you give away your very best ideas, tactics, and insights, your demand in the market will diminish. The reality is that it works 180 degrees the other way. People appreciate the firsthand experience of geniuses. They return for more only if you’re offering something others aren’t. (Or if you offer something cheaper than others?)
Information without invitation
Sorry to disappoint you, but the internet is full of information. It doesn’t need more from you. Not from me. Not from anyone at all. That means posting a static blog on another very common topic won’t cut it. You need to ask questions, seek engagement, and invite involvement.
Overselling
The worst marketing mistake you can make is 100% self-promotion with 0% relevance to your candidates. It only adds “Unsubscribe. Unfollow. Unlink. Unfriend. Buh-bye” to the table. Remember, content comes before commerce. To earn money, to increase your talent pool, or to win over clients, you first need to earn your audience’s attention.
How can you do that? First, fish where the fishes are. You don’t need to be on all social media sites; instead, be on the “right” ones. And second, work on building credibility. Have an attractive website, social media profiles, good reviews, valuable content – anything that contributes to your high-quality carbon footprint.
Talk without action
Too many recruiters do everything right only to leave candidates wondering about the next steps. They don’t include clear CTAs in their posts, blogs, and emails. So you can consider to add CTAs.
3. Capitalize on short-term plays
Start scrappy. Focus on quick wins. It will give you momentum and cash flow to actually execute long-term projects and more sustainable business models.
For example, tactics such as SEO take time to build and give expected ROI, while running paid ads delivers quicker results. So, start with the paid ads, and behind the scenes, keep building your SEO.
4. Create a recruitment website
Creating a website is the best way to own your online presence. It is where you show who you are, what you offer, and how interested clients and candidates can contact you.
Also, optimize your website for mobile devices A responsive web design uses HTML and CSS to automatically resize, shrink, hide, and enlarge a website to make it look good on all devices. People expect swift digital experiences when navigating through the mobile web. In fact, even a second of delay in load times increases bounce rates by 32%. Tools like Google’s page speed insights, GTmetrix, Uptrends, etc., give detailed insights into issue areas and potential fixes.
5. Start blogging
Blogging is a part of inbound recruiting. It’s an excellent way to generate organic traffic, deliver value, and engage your talent community. For example, you can start writing for free on platforms with built-in audiences like Medium, Quora, HubPages, Substack, etc., for the time being.
The point is to get started. Show up!
6. Consider guest postings
Guest posting means publishing articles on someone else’s website with a goal –
To increase your brand awareness, direct traffic back to your website, build backlinks (This should never be your primary focus – Google frowns upon this)
For this, use tools like Ahrefs’ website authority checker, UberSuggest, Moz, Prepostseo’s domain authority checker, etc. Create a list of all the sites that are most relevant to your niche. And start developing post ideas for each.
7. Utilize CNPS surveys
No recruitment marketing strategy pays off without regular monitoring and adjustments. That’s why you need a Candidate Net Promoter Score (CNPS). These surveys can be distributed through email after every hiring stage, like post-interview, onboarding, etc.
The goal is to analyze the aspects of your hiring process that candidates find most dissatisfactory and fix them ASAP.
8. Make it easy to contact you with listings management
Business listings like your Google Business profile, Yelp, and CitySearch help candidates directly contact you, visit your website, or even get directions to your agency.
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