The task of creating great recruitment marketing content is causing headaches for many recruiters and HR professionals lately.
They understand the importance of inbound recruiting and they would like to make the most of it.
However, they are faced with many challenges.
These are the most common complaints that I keep hearing:
Creating great recruitment marketing content can be an exhaustive and time-consuming effort.
But only for those who are not familiar with these 5 great tips:
The first tip for creating great recruitment marketing content is: Know your audience.
You will do that by defining your candidate persona - a semi-fictional representation of your ideal candidate. If you need help, check out our guide for creating candidate persona!
The second tip for creating great recruitment marketing content is: Put yourself in your candidates’ shoes. Write about the things that your candidates would like to know. Start by presenting your employee value proposition.
The third tip for creating great recruitment marketing content is: Be authentic. Use the real photos of your employees and your office to showcase your company culture. No glossy stock photos please!
Tip #4: Repurpose your content
The fourth tip for creating great recruitment marketing content is: Repurpose your content! It means to change the format of your content. For example, you can turn your blog post into a podcast or a webinar or even combine a few blog posts to create an Ebook!
The fifth tip for creating great recruitment marketing content is: Curate great content. It means sharing the high quality content that someone else created. It a great solution for increasing content production while saving your time and money!
Great ideas here. Another idea is to personalize content to your audience segments based on their different backgrounds and interests. As you become more familiar with your pipeline of passive talent, send them emails with content they would find interesting, whether it's about current trends in your industry, career opportunities with you or recent accomplishments your company had. The more candidates know about your company, the more they will trust you and be likely to apply when the right job opening comes along.
Thank you for the comment and sharing a great idea, Jessica! :)
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