The competition for top talent has intensified, and companies are scrambling to attract the best candidates. As a result, the need for top-notch recruitment strategies is on the rise. For many companies, recruitment is the responsibility of the HR team. Getting your marketing team involved may hold the key to landing the talent you want.

Let’s think about it this way, recruitment is attracting and communicating with top talent. In other words, reaching and communicating with your target market. Which is something your marketing team does all the time.

When getting your marketing team involved, you’ll find that many of the same strategies you’re already using to reach your prospects can be used in new ways for recruitment.

Converting Client Marketing Strategies to Recruiting Strategies

Determine Your Goals = Identify Your Ideal Candidate

The first step is to articulate who your ideal candidate would be. This step will help your marketing and HR teams tailor your recruiting efforts to attract your desired talent.

To do so, start with your traditional HR job description, what level, what skills, and what qualifications. Then with marketing, flesh it out into a persona with information like pain points/challenges and influences.

Reach Your Audience = Posting & Advertising Available Positions

Once you have determined your ideal candidate, you’ll want to try to reach them using multiple platforms.

Traditionally, HR will leverage things like job boards, recruiting sites, and job fairs. However, the added input from the marketing team will allow your recruitment team to be strategic about which job boards, recruiting sites, and job fairs. In addition, the persona may introduce new untapped platforms, like social media.

Provide Useful Resources = Create a Robust Careers Section

Like potential clients, prospective employees will want to learn everything about you. Traditionally this has meant adding a careers page to your current site.

Your careers page may need to be a careers site. Here’s why. Your site was written for your target market and should be giving them the resources they need to trust you. Unless your target market and ideal employee have the same persona, then the only content on your site for your candidates is most likely a page of available opportunities. Which is not enough.

Just your like site, your careers section should have everything potential candidates need to decide whether they want to work for your company. This may include anything from job descriptions to company values, benefits, and more.

Prioritize Authenticity = Provide Glimpses into Life at Your Company

Just like with a potential deal, the worst mistake is trying to oversell your company. Most candidates are savvy and can spot a fluffy job description or exaggerated company values list. This kind of description will only deter them from applying.

With your target market, you may be providing proof and setting expectations through online reviews, education, and/or case studies. For recruiting, that means employee reviews and using social media to promote company culture. These glimpses will give potential candidates a real sense of what it’s like to work for your organization and attract the right talent.

Recruit Smarter, Not Harder

When it comes to strategic recruitment, including your marketing team in the process utilizes existing resources and proven strategy. This will help your company attract the best talent and optimize recruitment spending.

Our team of marketing experts can help your HR teams fine-tune your existing strategy for recruitment. Contact us today to get started.