7 Most Innovative Recruitment Marketing Strategies
It’s as certain as death or taxes. The inevitable fact for every CEO or HR manager is that they have made or will make a bad hiring decision at some point during their career.
The cost of a bad hire has been projected to be 50% - 250% of the employee’s salary in observable resources, but the opportunity cost of recruiting a bad employee instead of a great fit for your business impacts your far more valuable intangible assets as well, such as:
Providing Clarity & Connectivity for Both Parties
While considered a basic established step of the recruitment process, thoroughly examining, discussing, and reviewing the requirements and responsibilities of a role is one of the baseline ways your business will be judged professionally in its ability to be an effective corporate communicator.
But it doesn’t just stop there, every workplace is unique in its processes, reward mechanisms, culture and expectations are all communicable to your ideal candidates through a variety of traditional and emerging mediums.
Creative businesses will be able to provide the best idea of what a company expects from them and what they can deliver through us of an omni-channel experience with candidates in a variety of ways, such as:
Playing with The Social Media Mix
While many companies are relying on tried and tested strategies to attract the best talent, the emergence of new entrants into the social media sphere such as Twitch, Experlio and Clubhouse both provide innovative opportunities to access talent.
The challenge-based project platform offered by Experlio allows businesses can attract the best problem solvers and most creative thinkers that can bring a wealth of new ideas and transformative strategies to their business.
Similarly, the invite-only Clubhouse blends the podcast and Q&A formats to create exclusive one-time only conversations between professionals from all industries.
Create an Employee Referral Program
An overwhelming amount of evidence suggests that good employees can provide invaluable ROI through their own professional networks. Good employees have an existing understanding of your operations, the culture, and the candidate, which not only reduces a heap work for HR, but provides a massive amount of information that can’t genuinely be detected until the candidate is already hired.
Consistently Develop & Control your Talent Pool
Relying on a “just-in-time” recruitment strategy to acquire a candidate will only provide your business with a small sample of potential candidates or conversely, create a lengthy and tiresome hiring process.
By encouraging candidates to inquire about what roles you might have to offer or if your company plans to take business to the next level, constantly adding new applicants to the pool ensures your ATS has a massive database of talent, that makes finding the best talent convenient.
Earnest, Continuous Commitment to Improving the Employee Experience
Effectively while a co-ordinated communication & marketing strategy will attract high calibre candidates, it will not guarantee the long-term tenure of the individuals that provide the most value to your organization.
Perhaps the most notable example of this is Google, an organisation that has been praised for its inclusivity, freedom and diversity has had its public perception transformed, due to its treatment of top level black software engineers, which has “extinguished” the desire of highly talented employees to ever work with the company ever again.
Review Your Process
Having a formal review process to measure the effectiveness of your recruitment strategy is important for delivering quantitative insights into what attributes make a good fit and which campaigns will provide you with the highest ROI per employee.
Programs such as IBM Watson, erecruit and Yello all provide great ways for employers to take the stress out of making sure that your recruitment strategy is innovative and seamless.
- Workplace morale
- Achievement of objectives
- Brand reputation
- Productivity losses
Providing Clarity & Connectivity for Both Parties
While considered a basic established step of the recruitment process, thoroughly examining, discussing, and reviewing the requirements and responsibilities of a role is one of the baseline ways your business will be judged professionally in its ability to be an effective corporate communicator.
But it doesn’t just stop there, every workplace is unique in its processes, reward mechanisms, culture and expectations are all communicable to your ideal candidates through a variety of traditional and emerging mediums.
Creative businesses will be able to provide the best idea of what a company expects from them and what they can deliver through us of an omni-channel experience with candidates in a variety of ways, such as:
- Providing informational video content on the careers section of their website
- A day in the life story on their Instagram
- Employees describing why they love their role on the company’s LinkedIn
- In web chatbots to help answer questions & provide opportunities to connect with potential colleagues
- Creating industry events
By digitally integrating this media, businesses can build a better picture of an experience that inspires candidates beyond a paycheck.
Developing a Distinctive, Strong Brand
One of the most critical pull factors for highly skilled employees is the opportunity to be a part of rewarding, understanding and inclusive workplace culture. A business cannot simply cultivate this overnight however, as this requires a cohesive, integrated communication strategy
In a candidate driven market, the brands that attract the best talent think deeply & diligently about the values they embody, their mission outside of their day-to-day work and create a long-term campaign to turn employees & visitors into brand ambassadors.
This is best done by:
- Creating a content calendar
- Optimising your website’s SEO, PPC & Social media links
- Making your content mobile Friendly
- Providing candidates access to your employee
Playing with The Social Media Mix
While many companies are relying on tried and tested strategies to attract the best talent, the emergence of new entrants into the social media sphere such as Twitch, Experlio and Clubhouse both provide innovative opportunities to access talent.
The challenge-based project platform offered by Experlio allows businesses can attract the best problem solvers and most creative thinkers that can bring a wealth of new ideas and transformative strategies to their business.
Similarly, the invite-only Clubhouse blends the podcast and Q&A formats to create exclusive one-time only conversations between professionals from all industries.
Create an Employee Referral Program
An overwhelming amount of evidence suggests that good employees can provide invaluable ROI through their own professional networks. Good employees have an existing understanding of your operations, the culture, and the candidate, which not only reduces a heap work for HR, but provides a massive amount of information that can’t genuinely be detected until the candidate is already hired.
Consistently Develop & Control your Talent Pool
Relying on a “just-in-time” recruitment strategy to acquire a candidate will only provide your business with a small sample of potential candidates or conversely, create a lengthy and tiresome hiring process.
By encouraging candidates to inquire about what roles you might have to offer or if your company plans to take business to the next level, constantly adding new applicants to the pool ensures your ATS has a massive database of talent, that makes finding the best talent convenient.
Earnest, Continuous Commitment to Improving the Employee Experience
Effectively while a co-ordinated communication & marketing strategy will attract high calibre candidates, it will not guarantee the long-term tenure of the individuals that provide the most value to your organization.
Perhaps the most notable example of this is Google, an organisation that has been praised for its inclusivity, freedom and diversity has had its public perception transformed, due to its treatment of top level black software engineers, which has “extinguished” the desire of highly talented employees to ever work with the company ever again.
Review Your Process
Having a formal review process to measure the effectiveness of your recruitment strategy is important for delivering quantitative insights into what attributes make a good fit and which campaigns will provide you with the highest ROI per employee.
Programs such as IBM Watson, erecruit and Yello all provide great ways for employers to take the stress out of making sure that your recruitment strategy is innovative and seamless.
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