Does your recruitment campaign strategy need some work? The answer is “yes.” Surprised? There is no “maybe” here, and there is no exception. You see, even the best recruitment campaign strategy needs work.
Whether you are just starting, working off an undefined recruiting strategy, or have a current strategy you think is great, read on to up your ante.
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What is a Recruitment Campaign
A recruitment campaign is a strategy that employers use in order to attract and encourage the right people to join their companies.
This type of campaign works just like any other marketing campaign. Its purpose is to differentiate your business from the competitors and attract your target audience, which is a perfect employee for your company.
To do so, you must have a unique and creative recruitment campaign that speaks to your target audience. Without further ado, let’s dive into the basics of a successful recruitment campaign strategy!
The Basics of A Successful Recruitment Campaign Strategy
A recruitment campaign strategy consists of more than sending out mass emails and scanning resumes. You need to set goals for yourself and create habits that help you work smarter rather than harder so you can find and attract the most qualified candidates.
Here is a quick overview of what makes the excellent recruitment campaign:
- Clearly defined goals
- Good research of the company
- Well defined target audience, i.e., optimized candidate profiling
- Networking
- Getting the most out of marketing
- Having a good message
- Evaluation
- Using social media
- Aim for the greatness
Define goals
Goals help us accomplish tasks quicker and more efficiently.
With them, we create actionable, intelligent plans that keep us both productive and motivated. It can take you a long time to make progress without goals because you haven’t strategically planned a way to succeed, and you overlook potential areas for improvement as readily as you could. But when you have set goals, you can have your recruitment strategy working like a finely tuned machine, succeeding and adapting as needed.
If you are just starting out with recruitment goals, try:
- Matching candidates to positions they’ll stay in for a certain length of time
- Increasing the number of candidates who are satisfied with their new position
- Setting a time to try out and master a new onboarding tactic
When doing so, make sure that your goals are SMART. Here is an example of a SMART goal:
“Attract 10 qualified candidates for the content specialist position by the end of the second quarter of 2021.”
- Specific: 10 qualified candidates
- Measurable: Yes
- Achievable: Yes
- Reasonable: Yes, based on the market size, you can attract that many qualified candidates
- TIme-based: Yes, end of the second quarter of 2021.
Once you have defined a SMART goal, it is time to get down to research and creating tactics for making it happen.
Compile relevant information on the company
Your number one priority as a recruiter is to have a comprehensive understanding of your client or the company you work for.
Many recruiters fall for the mistaken impression that you only need to know a limited number of factors to make a hire, such as a salary and job requirements. While these are essential pieces of the recruiting puzzle, they are only a tiny segment of all you need to know.
Think of your work history. How happy and productive have you been at your jobs? What percentage of that happiness came from the salary and what from your job requirements and overall work environment.
Suppose the hours are impossible, the culture utterly incompatible with your wor