Organizations that leverage recruitment marketing tactics like employer branding, sourcing strategies, and candidate relationship management (CRM) are seeing a true return on investment for those efforts. They are learning that it pays to have a strong recruitment marketing strategy.
Here are three recruitment marketing strategies you can use to boost your recruitment ROI.
Recruitment Marketing Strategy #1: Develop Your Employer Brand to Attract Candidates
Your employer brand represents your organization’s culture, mission, and values, and it helps candidates determine whether they want to work with you. When you have a strong employer brand, you can increase the quantity and quality of applicants in your talent network over time.
Giving potential candidates a view of your culture and what it is like to work at your organization can help you hire people who will stay longer, as they’ll feel more connected to your brand.
These digital platforms and tactics tend to be effective for reaching new prospects:
Adding these types of content and tactics to your employer branding strategy will help you increase ROI and position your organization for a more competitive future. A solid digital presence that helps you proactively fill your talent is an investment worth making for the near- and long-term.
Recruitment Marketing Strategy #2: Proactively Source Candidates for Stronger Talent Pipelines
Employer branding helps you attract candidates, so they come to you. In a perfect world, all of your candidates would enter your talent network this way — but the talent market is tight, and you need to proactively seek out talent with proactive sourcing.
Luckily, today’s hiring technologies can help you proactively source candidates, so your talent networks are continuously full of potential hires. For instance, a best-in-class sourcing solution can integrate with third-party resume databases, enable opt-in for your talent networks, and help you organize and categorize talent. Each of these capabilities help you gain access to more talent while simultaneously automating and simplifying an otherwise laborious task.
When you can proactively gather talent from various sources today, you’ll be in a better position to decrease your time-to-fill in the future. Furthermore, getting proactive about sourcing candidates can save you from the expenses of headhunting, using contingent talent, and leaving roles unfilled.
Recruitment Marketing Strategy #3: Use CRM to Engage Talent Engage
Attracting and sourcing talent is one thing, but keeping those candidates engaged is another story. Once you’ve built a healthy talent network, you need to nurture your relationship with candidates so that when you need to fill a position, you have engaged, qualified talent at the ready.
You can use several methods to strengthen your relationships with candidates, and the communication methods you choose are important to executing an effective CRM strategy. Today’s CRM technology can help you select the right channels and even automate some of the communication process.
For instance, leveraging text messaging and email marketing can help you send meaningful messages to candidates frequently via their preferred communication channels. In addition, promoting your talent network can help you stay connected with candidates who may not find a role at your organization now, but could be a great fit for the future.
When healthcare organizations leverage recruitment marketing tactics, they can reduce the costs associated with using overtime, employing contingent staff, manually searching for candidates, and leaving roles vacant. Keeping your talent pipelines full of quality candidates helps you optimize your recruitment efforts.
Download our eBook “The ROI of Recruitment Marketing” to learn more about how recruitment marketing can help boost your organization’s ROI.