Recruitment marketing basics (soundbite)
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In this week’s shorty soundbite, Jade goes over recruitment marketing. An issue that seems to be in every second conversation at the moment. And whoa boy do we sympathise with these business owners who are short staffed. Not to humble brag or anything but we’re consistently topped up with an awesome team. This is in pretty stark contrast to a lot of businesses we know who have been trying to hire staff for months, if not years!
As you may have already guessed, there’s no silver bullet when it comes to recruitment marketing, but we do have a few questions to ask yourself that might help you.
Why should someone want to work with you???
While this might seem a bit basic, ultimately this is the main question you need to answer for yourself. What do you have, that other employers in your industry don’t?
The kicker here is to not assume you know the answer. Be serious in finding this out. Ask your current staff why they stick around, ask your clients why they keep working with you, ask your suppliers about their experiences with you. It can be hard to receive this feedback sometimes but it’s super important!
Once you know what your value proposition is, are you communicating that loudly + effectively? We’re not talking about one Facebook post every solar eclipse either, you need to be spreading that message consistently so that people know about it.
Where can you find your prospective hires + the influencers in their life?
When we say influencers here, we don’t mean social media celebrities. We’re talking about the people who are important to your potential hires - their friends, parents, partners, kids (if that fits your target demographic).
Recruitment marketing is not just about the candidate, it’s about everyone they talk to. If you can convince their partner that you’re a good place to work, that could be just as likely to win you over in the candidates’ eyes as it would be to win them over directly.
Lastly, are you hanging on to your current staff?
Recruitment isn’t just getting new peeps on board. It’s also about making sure your current team feel valued + that they’re working in the right spot. We know it can be hard to ask these questions to yourself but introspection is an important skill to cultivate.
It doesn’t matter how much money you spend on marketing + onboarding new hires, if they’re not going to want to stick around - you’re just throwing money away.
If you’re 100% certain that your workplace is awesome but you’re still losing people; are you sure? Are you really sure? Yeah? Alright cool, in that case, what are the common pain points of your staff? Does your onboarding process leave people in a complicated situation with little to no guidance? Are you hand holding too much + making people feel like you don’t value their contribution? Really dig deep + get to the bottom of the processes and systems that get in the way. Once identified, fix/get rid of them ASAP!
We conduct exit interviews when anyone leaves Rebel. If someone leaves because they wanted to explore a new career pathway, we ask how could we make it so that our remaining staff get to experience different aspects of marketing? It’s never been, I hate it here. It’s almost always, I love it, but I want to try “insert thing” instead.
Wrap up tip
If you don’t have a point of difference, it’s time to make one!
Terms like “competitive wages” and “we’re like a family” might be true, but every man + their dog is saying that. It’s no longer enough to just talk the talk. You need to have a real, tangible point of difference from the competition in order to stand out.
We know that’s easier said than done, but hey, a monthly massage + every birthday off is a pretty small price to pay for a unique perk on your Seek ad. If that sounds good to you, + you’re reading this in April 2024, did I mention we’re hiring a new graphic designer 😉