The hiring market is embroiled in a vicious battle for the best talent – there’s an increasing need for new techniques to connect with the very best talent.

Innovative employers are experimenting with a range of clever recruitment strategies and hiring hacks to get top ..., but it might be recruitment marketing that gives companies a more sustainable framework to hire smarter and improve the candidate experience.

It can be hard to know where to get started if your new to recruitment marketing so we’ve broken down the five key tenets that should govern any good recruitment marketing strategy.

1 – Employer brand building

Today’s candidates want to understand what it’s actually like to work at your company.

56% of people see employer branding as the single most important factor when choosing where to work.

Given the amount of time we all spend at work this is hardly surprising. Candidates want to hear all about your culture, mission and employees when they’re considering hitting the ‘apply’ button.

2 – Content strategy

At the heart of every great marketing strategy is great content.

Recruitment is no different. Companies that create and curate awesome content have a far better chance at connecting with ’10x’ talent.

Not a writer? Not a problem.

Content can be anything from blog posts to landing pages, from webinars to job descriptions.

The more engaging your copy is, the better talent you’ll attract.

3 – Social media

Most of us have ATS plugins that allow us to instantly post jobs to social media – it’s often where the buck stops with social recruiting.

Companies can get more juice out of using social networks to share great content and engage with candidates.

Networks like LinkedIn and Twitter lower the barrier to starting a new relationship. Encourage your team to stay active on these networks and get in touch with interesting talent.

Candidates are more likely to relate to your company message if it’s transmitted through your team.

4 – Lead nurturing

One of the marketing department’s key roles is to use nurturing email campaigns to encourage qualify new leads and encourage them to signup as new customers.

A similar responsibility rests on the shoulders of all recruitment marketers. It’s essential to have a strategy in place to walk candidate’s through the hiring pipeline.

Sending data backed recruitment marketing campaigns helps hiring teams work out which segments of their talent community it’s worth spending time on.

5 – Data analysis

Access to relevant data helps marketers understand where to focus their efforts – what is working, what isn’t?

The right reports and analytics give hiring teams a similar headstart.

It’s essential to understand your top sourcing channels and identify key trends to make sure your getting the most out of your hiring strategy.

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About the author:

Ben Slater is VP Growth at Beamery, Beautiful Recruiting Software Powered by Machine Intelligence.

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