In my recent post about the 5 myths of recruitment marketing, I dispelled Myth #1.  I would like to continue on this subject of revolutionizing recruitment marketing by dispelling Myth #2 by providing 5 keys to showcasing your company.

Myth #2: There is not enough qualified talent to fill my job openings.

This is a myth promoted by many HR managers and businesspeople in small and mid-size regional markets. Most often this is not the case. The challenge lies in developing a creative, engaging Recruitment Marketing Strategy.

If you are not attracting quality or diverse selection of jobs seekers to your positions, your team needs to reflect on its Recruitment Marketing Strategy-how you market your company, its vision, your local region, the job’s challenges and its career benefits to the job seeker.

“A growing number of organizations are starting to realize that employment opportunities truly are products. As such, they must be designed, packaged, marketed, sold, supported, and serviced.”  Talent Management Analytics

The Revolution in Recruitment Marketing is showcasing your company with supportable claims.  It is understanding and managing every interaction that creates an impression of your company. Your press releases, job descriptions, website, letters, advertisements are branding your company to future personnel. It is building your Employer Brand and long term Recruitment Marketing Strategies that are integrated into your Business Plan and create competitive advantage.

Attracting quality talent in this competitive market is not just happening via national job boards.  In a survey by The Adler Group, “91% of recruiters report that both the quality and quantity of the candidates from the major job boards (Monster, Hot Jobs and Career Builder) is declining.”   You need to go where the conversations with passive job seekers are taking place. You need to research where the passive job seekers spend time. Understand your audience; focus on the media they use - “fish with what the fish like” says Lance Hodges with Sound Advice Advertising.

In today’s world of Social Media (Facebook, My Space, Linked In), your profile projects an image of who you are to the world. Many job seekers expect more than cursory, standard outline of the company and job details. Go the extra mile!  Prepare an engaging, interactive company showcase that humanizes your company and distinguishes it from others. It reveals who ‘you are as a company’, your values and what you offer a future employee.  Take the next step and authenticate your Employer Brand promise to candidates with:

• Employee testimonials, videos and photography
• Recognition from industry experts or associations
• Regional or national best-place-to-work awards

Here are five essential points to communicate your Employer Brand and showcase your company to your potential future employee.

1. About our Company
   1. TALENT RULES –Talent is a defined as a priority and key component of your company mission and business strategy. Job seekers want to know that they are a priority and the company is “people centered.”
   2. MANAGEMENT STYLE-Management encourages innovation and expression with an open and flat structure.
   3. YOUR FUTURE WITH US- Company provides career opportunities and hires internally
2. Job Details
   1. WHAT AM I REALLY GOING TO DO?-  Job proposition clearly demonstrates the unique functions and challenges of work processes
   2. SALARY - Compensation is competitive and considers cost of living comparison 
   3. THE EXTRAS - Benefits package details bonus, tuition reimbursement, day care, etc.  
3. Working with Us
   1. WHAT IS IT LIKE TO WORK FOR US? -Focus resources to showcase your company in the best light. Prepare engaging videos on company culture and work environment.
   2. THE TEAM APPROACH- Share details of the team approach from the team members. Include how the team functions to challenge and engage the job seeker.
   3. OUR EXPERIENCE IS— Provide “real and believable” employee testimonials in video or audio with photographs.  Live chat with employees is an open forum that is attractive to job seekers.  
4. Human Element
   1. WHERE YOU LIVE - Location! Location! Location! Make it exciting.  Some 50% or more of the career decisions are based on location– regional amenities, dining, entertainment, schools, climate, and safety.
   2. MAKING US HUMAN - Demonstrate how the company cares about employees, their family, and their needs. Include visuals about social events, community activities and company’s family orientation.
      
5. Talent Hub
   1.  Showcase the above points in a Company branded web location that speaks to potential employees. Companies invest significant resources to market their products. Make comparable investments in employer branding, recruitment marketing and employer retention to ensure attracting and retaining quality, inspired talent.

I will continue to dispel the 5 Myths of Recruitment Marketing in my next post as we delve into Myth #3.

Here are some similar posts on this subject …

Building a Powerful Employer Brand in Recruitment Marketing

Recruit Against the Tide

5 Myths About Employment - Recruitment Marketing - Part 1

Are Job Boards and Career Sites Dead?

Recruitment Marketing: Is Social Media Cost Effective for Recruitment, Part 5

Tags: Employer Brand, Human Resources, Interactive Recruitment, Recruitment Marketing, Social Media

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