Get Ready To Recruit In 2021

It’s time to update your recruiting tactics for the new year

Despite your office collecting dust, your company has continued to push through an unstable economy and a raging worldwide pandemic. Working from home has worked out well and you actually need to add some new hires to your team to get the new year off to a bang. We’re laying out some of our suggestions for recruiting and hiring in 2021.

Branding Isn’t Just For Consumers

Of course, you’re looking for the best talent around, whether that’s seasoned vets in the industry or fresh-out-of-college recruits. What makes your brand stand out to consumers are the same aspects that can attract new talent. Employees often define themselves by the companies they work for, so what does your brand say about the people on its team?
 

The key to this is maintaining consistent messaging and values, from your voice to your visual brand, touching every aspect of your company. Think about recruiting as you might think about your own customer’s journey through your brand. Consider developing personas, thoughtful targeting for paid media, as well as the intersection of print, digital and OOH ads. Shore up your website to ensure consistent branding across all pages in addition to attractive visuals. Your careers page should look just as spiffy as your homepage. 

Content Marketing Can Help

The same tactics and efforts you use to gain new customers and audiences can also help you bring in the top talent in your field.  Create a newsletter for prospective hires to demonstrate value and build affinity, just like you would for customers. Make sure to add a conspicuous signup button on your careers page for prospective applicants to receive updates and new job postings.  Job seekers may not be ready to complete an application in the same way a consumer might not be ready to drop $300 on a new coat, but they may be interested enough to register for updates or keep an eye on openings “just in case.” 

Using the principles of content marketing and CRM nurture campaigns helps to keep promising leads warm and even generate demand.

Take Down The Roadblocks

You may not realize it, but there could be some aspects of your application process that are turning away qualified candidates. If it’s been a while since you’ve gone through your own application, take some time to churn the peanut butter and make sure your application is giving as much as it’s getting from talent.  For example, if your brand promises cutting edge tech but your application doesn’t work on the most recent version of Safari, are the most in-demand applicants going to bother finding a workaround?

Rethink onerous forms that require typing in every element of a resume and focus on what you really need to know before you schedule an interview.  Require applicants to either apply through LinkedIn or to supply their LinkedIn, giving you access to tons of data right off the bat without a formal conversation. You could also consider laying out a clear timeline of what the application process looks like before people even apply. This can help moderate expectations from the very beginning. 

Not Feeling It? Let Them Know

Many recruiters are guilty of leading on potential candidates even when they have marked them off the list. It’s obviously your prerogative to get the best fit for your position, but take a moment to remember when you were looking for work. Applying for a job is stressful for both the employee and the recruiter, so make it easier on everyone and let an applicant know when they’re out of the running.

Now That You’ve Got ‘Em, Keep ‘Em

The game doesn’t end once you’ve got all the players on your team. Retention is a huge part of recruiting and a sign of a company’s internal health. Just like with your consumers, your company culture has to make good on its promise every day in order to hold on to your most valuable investment.

Don't let the fun dry up after your talent accepts an offer. Ensure your brand acts as a dependable career accelerator, a workplace that prioritizes mental health, and engages in robust internal communications.  Don't forget that incentives, events, and most importantly, the actual experience of your workplace are critical components of retention. This can be accomplished in a physical office or with solid communication during this time of working from home. 

Amy M. Litt is Senior Strategist at FATFREE. A multidisciplinary strategist and strong team leader, Amy has developed 360-degree marketing campaigns and specialized recruiting programs for a wide range of clients—including AmLaw 100 firms and Fortune 500 finance, pharma and telecom brands. Skilled in drawing insights from data, she partners with FATFREE clients to identify points of entry within consumers' online and offline habits, then leads creative, media planning and development teams to drive conversion and long-term loyalty. Visit www.fatfree.co Connect Amy M. Litt