Attract the best before they leave!
Launching a winning recruitment marketing campaign is intimidating.
But what if he had some ideas up his sleeve to give his creativity a boost when it matters most?
Here are 71 trendy marketing ideas you can use right now to make your 2024 recruiting efforts a smashing success.
Keep in mind that you don’t have to apply all of these ideas at once.
Choose the ones that best fit your style, value, and budget.
With that said, let’s get started with the list!
1. Focus on the small fruits first – Your brand identity
In simplest terms, brand identity is what the public sees.
It is the amalgamation of carefully selected visual elements, such as typography and color palette, logo, web design, social media graphics, etc., used to tell the “story” of your brand.
When it comes to recruitment marketing, building a strong brand identity helps to –
So, how can you create a “unique” brand identity for your recruiting agency?
Here are three steps:
Step 1: Conduct Market Research Find the answers to these five questions. Who is your target audience ?
What are their pain points and how can you solve them?
What makes it unique ?
Is it faster?
More convenient?
There are thousands of recruitment agencies out there; what really sets it apart?
What is your business niche and purpose ?
For example, you may want to recruit exclusively for the healthcare industry.
Whatever it is, build a clear mission statement around it.
Inject your value and vision into everything you do.
What kind of personality do you want to embody?
Elegant like Nike or elegant like Chanel?
This choice will depend on how much you know about your agency and your competitors.
Finally, what are the potential strengths, weaknesses, opportunities and threats of your brand?
Perform a detailed SWOT analysis . Step 2: Design a logo and other visual elements
While the logo is not the entirety of a brand’s identity, it is the most recognizable part.
It is present on your website, business card, advertisements – simply everything!
The same goes (more or less) for other elements like the color and typography she uses in every social media post or the signature she adds to the bottom of every email.
Everyone must be in line with the “brand voice”.
If you have the budget, you can hire a freelance professional graphic designer to create a logo, business cards and other designs for your agency.
You search for them on platforms like Upwork , 99design , Behance , Fiverr etc.
Or you can use online resources like Hubspot’s Brand Generator Kit , Vistacreate Brand Kit , Intermediate Journey etc.
For creating email signatures, you use posta-firme , mysignature.io Hubspot Email Signature Generator etc.
Step 3: Define the language you want to embody online
Carefully craft your “tone” to match your agency’s personality.
If your brand identity is high-end, use professional language.
If it’s more relaxed, use conversational language.
Integrate this language into everything you put online, including during text or email exchanges with clients and candidates.
⛔Attention : Never copy your competitors.
You can take inspiration from them, but not imitate them.
Also, maintain your identity both online and offline.
Your print material should resonate with your online voice.
2. Specific objectives
The marketing goal of every recruiting agency is to gain more exposure in the market: more candidates, more clients and more success!
But isn’t that too broad a goal?
Be specific, such as:
- I want to increase the number of candidates I recruit each month.
- I want to grow my social media following by at least 10% this quarter.
- I want to retain X number of customers beyond the one-year deadline.
You can set recruitment marketing goals quarter by quarter and regularly measure their success to further improve your campaigns.
3. Avoid blah-blah-blah marketing
Not to discourage you, but most marketing is blah-blah-blah. You could say… “We are the best recruiting agency in the world. We offer excellent service. Visit us to find the best talent at the best price.” The problem with this copy is that…
First of all, where is the proof?
He may be the best in his region, but in the world, seriously?
Second, what’s in it for your target audience?
Good marketing is NOT about your business.
It’s about how you’re different and valuable to your clients and candidates.
It’s about why people should choose you – and ONLY you.
Try these two tests: Test 1: The Black Marker Test
Put one of your ads and your competitor’s ad (or any other promotional content) next to each other.
Black out both names.
Ask anyone outside of your marketing team to guess the brand.
Could your piece be mistaken for another company’s?
If so, it’s a blah-blah marketing piece.
Test 2: The “So-What” Test Examine each of your marketing statements in your ads, brochures, and on your website. For each, can you come up with a compelling value-based answer to the “So what?” question. For example – “ We are the best recruiting agency. ” So what? Over 100 clients trust us to fill their vacancies.
BTW, recruiting firms from over 100 countries have rated Recruit CRM as the best ATS+CRM software. Would you mind checking it out? 😉
4. Capitalize on short-term games
Start recklessly.
Focus on quick wins.
This will give you the momentum and cash flow to build long-term projects and more sustainable business models.
For example, tactics like SEO take time to develop and deliver expected ROI, while running paid ads delivers quicker results.
So, you start with paid ads and behind the scenes, you continue to build your SEO.
💡Tip : Monitor your progress closely.
Focus on what works best.
5. Keep existing customers and candidates in the loop
On average, hiring a new candidate for a general position costs about $4,700 . The same goes for acquiring a new client, which costs five times more than closing an existing one. These numbers underscore the effectiveness of maintaining and engaging your current network.
Even if you have already placed a candidate or closed a deal, you still find the opportunity to delight them.
Word of mouth is a free and powerful promotional tool.
6. Credibility + Visibility = Recruitment Marketing Mantra
The title defines everything.
See this –
| Invisible | You are nowhere, not on Google, not at a networking event. Candidates and clients do not know your recruiting agency. |
| Visible and annoying | It’s actually worse than being invisible. She’s “that company” that desperately advertises on every possible channel, cold calls prospects multiple times, and hands out business cards at every recruiting conference. |
| Visible and insignificant | She is there, but her presence has no impact. She is just another recruiting agency. |
| Visible and present | She shows up. She engages. She contributes meaningfully to discussions. She is where candidates look for her. |
| Visible, credible but not coherent | Her clients and candidates start to trust her. They follow her. Problem : She is inconsistent in both her communication and her delivery of value. |
| Visible, credible and coherent | She consistently produces high-quality material that solves her target audience’s problems. And they start to love her. |
| Visible, credible and obvious | His recruitment agency has become a must-have in the market due to its unmatched value and reputation. |
*** These tips were inspired by David Newman’s book “Do It! Sell”.
What category does it fall into?
Wherever you are, take it to the next level!
7. Create a recruitment website
Creating a website is the best way to own your online presence .
It is where you show who you are, what you offer, and how interested clients and candidates can contact you.
It gives it visibility and credibility, so it becomes an obvious choice!
The best part? Autonomy.
It is not limited by the constraints or algorithms of third-party platforms.
She controls the narrative, content and public perception of her brand.
So, what is a good recruiting website?
Let’s take an example.
CloserIQ is a recruiting agency that helps startups build and scale their marketing, sales, and customer success teams – that much is immediately clear when you land on the site.
The design is simple, with a clear CTA button.
There is immediate social proof with the tagline “900+ startups trust…”.
They also include available services, testimonials, and a “schedule a free consultation” form. Another good example of a recruiting website is Rocket Recruiting .
If taking advantage of white space is one thing, Rocket has it covered.
It’s a simple and elegant design, without losing anything relevant on their landing page.
It can create similar websites with platforms like Wix , WordPress , Blogger , Weebly , Drupal , Squarespace , Webflow etc.
8. Optimize your website for mobile devices
Most job searches happen on mobile devices.
So, if your recruiting website isn’t clean and easy to navigate on smaller screens, you’ll not only lose tons of potential candidates, but your SEO efforts will also fail.
SEO?
Yes!
It is not only users who visit your site, but also Google Bots too. In 2016, Google announced mobile-first indexing .
That means Google predominantly crawls the web via the Googlebot smartphone user agent and uses the mobile version of the content for indexing and ranking.
Is your recruiting website mobile-friendly?
If not, follow these tips:
You use responsive design: A responsive web design uses HTML and CSS to automatically resize, shrink, hide, and maximize a website so it looks great on all devices. For example, look at the Shopify website. It looks great on both mobile and desktop.
Here’s how your recruiting website should look too.
Use these 20 free responsive website builders to achieve the same result. Also, use these tools to test your website’s responsiveness and adapt your graphics for mobile devices. Optimize your page speed:
People expect fast digital experiences when browsing the mobile web.
In fact, just a single second delay in loading times increases bounce rates by 32% . Tools like Google page speed insights , GTmetrix , Uptrends , etc. provide detailed information on problem areas and potential solutions. Usability Error Check:
It is a good practice to monitor your site’s performance regularly.
There are several tools to do this, but the best place to start is GSC .
It offers a dedicated “mobile usability” report in the Experience section.
Here you can track down all the URLs with mobile usability issues on your site.
In addition to these technical aspects, make sure your content is optimized for mobile.
Use the right font size.
Break large paragraphs into short, quick sentences.
Make your content more readable by using bullet points, numbered lists, quotes, images and videos. Learn more about mobile SEO here!
9. Start blogging
Blogging is a part of inbound recruiting
.
It’s an excellent way to generate organic traffic, deliver value, and engage your talent community . It can establish you as a thought leader and increase your agency’s credibility.
A common misconception about blogging is that it is expensive and a dying medium.
This is not true.
Yes, it is more saturated than it was years ago, but it is by no means dead or dying.
As for the cost, there are many affordable alternatives.
For example, you can start writing for free on platforms with built-in audiences like Medium , Quora , HubPages , Substack , etc. for now.
The point is to get started.
Show up!
If you already have a website – Follow these steps to integrate a blog into it !
Not sure how to make an impact with your blogs?
Try this FREE ” Blogging for Business ” program from Ahrefs.
(This is not a promotional link)
10. Consider guest posts
Guest posting is the act of publishing articles on someone else’s website with the aim of –
- To increase your brand awareness
- To drive traffic to your website
- To build backlinks (this should never be your main goal – Google doesn’t look favorably on it )
Assuming you’re trying to accomplish #1 or #2, target blogging sites with large, engaged audiences.
For example, check out these 10+ HR Blogs That Accept Guest Posts .
If you are just trying to accomplish #3, find blogs with strong domain authority.
For this purpose, use tools like Ahrefs’… Website Authority Checker , UberSuggest , Moz , Prepostseo Domain Authority Checker etc.
You create a list of all the sites that are most relevant to your niche.
And you start developing post ideas for each of them.
These ideas must follow the site’s guidelines (if they exist), be relevant to its brand (but not off-brand), be interesting to the site’s target audience, and be absolutely not plagiarized.
So, pitch the idea, get approval, and write the blog post.
You can use tools like ChatGPT, Jasper, WriteSonic, etc. to generate post ideas, create outlines, process guest posts, and more.
Don’t forget to personalize and proofread your content before sending it.
11. Promote on social media
Social media is a great place for candidates to learn more about you, your company, and your work culture.
Since social media is meant to be, well, social, it lends itself well to sharing culture-related content, like testimonials from happy employees/customers, in-office or virtual events, contests, etc.
Recruiting or social media marketing is a very broad topic in itself.
And it may require extensive resources and training to master.
Here we recommend these courses –
| Meta Social Media Marketing Professional Certificate |
| Google Digital Marketing Fundamentals |
| Hubspot Social Media Marketing Course |
| Oxford Home Social Media Marketing Course (Short Course) |
12. Build a SM content calendar
With each platform boasting over billions of monthly active users, social media is one of the most obvious choices for recruiters to find top-tier, “diverse” talent. However, social media marketing is much more than sporadic posts and occasional job postings. It requires a constant presence. That’s why you need a detailed SM content calendar. This calendar can be done simply in Google Sheets or more advanced and aesthetic in Clickup ! Or you can use ChatGPT to create one for you !
Additionally, to schedule your posts, you can use tools like Social Champ, Buffer, Hootsuite, etc. Check out 30 More Social Media Posting and Scheduling Tools for 2024 .
13. Collaborate with an HR influencer
Influencer marketing is currently one of the hottest marketing trends.
The global market size is expected to reach $22.2 billion by 2025. It is a surefire way to get your agency known, increase engagement with your target audience, and improve your brand image. The pricing structure of influencer marketing depends on factors such as the influencer’s reach, engagement, platform, niche, and the type of partnership desired. On average, it goes something like this
Don’t want to collaborate with human influencers?
Get an AI Influencer at your service.
Check out these 22 Instagram AI Influencers Taking Over the World.
14. Transform your recruiting team into micro-influencers
Influencer Marketing Too Expensive?
Here’s Another Solution: Turn Your Recruiting Team into Brand Advocates!
Think about it.
Who do your potential future hires trust more: your team or your brand?
The answer is obvious!
So why not encourage more employee advocacy?
Here is a detailed guide to proceed in this direction.
15. Create short-form videos
According to 2023 statistics from Wyzowl, nearly 93% of employers say they have gotten more clients and candidates thanks to videos posted on their social media accounts. Videos can increase organic traffic to a website by 157%. This gives video marketing an edge over any other modern marketing trend.
But why are videos so effective?
It’s simple.
They’re more engaging, dynamic, and visually appealing than text.
They capture attention, evoke emotion, and most importantly, they’re shareable.
The rise of platforms like TikTok has further revolutionized video marketing.
In fact, in 2022, 44% of social media recruiters saw an increase in ROI by focusing their efforts on creating videos on TikTok.
Now Instagram also has Reels and YouTube has Short Films to make short-form videos more accessible to a wider audience.
Is he already exploiting them?
16. Host free webinars
A webinar is a short online course in which the speaker or panelist shares their knowledge on a specific topic with the audience.
It usually lasts between 30 minutes and an hour.
To host a free webinar, you can use live streaming platforms like Facebook Live and YouTube Live, a webinar platform like LiveWebinar or WizIQ, or video conferencing tools with a cap on attendees like Switchboard, Zoom, etc. We recently hosted a free webinar on “AI Adoption in Recruiting.” with The Millionaire Recruiter.
It was a hit!
Don’t miss out on upcoming value-driven webinars! Sign up for our all-in-one newsletter to receive daily updates .
17. Repurpose your webinar content
Webinar over?
Keep marketing.
You post the most “valuable” parts of your webinar on social media or use them as a guide for your written content.
If you have a bunch of interesting clips, add them to your SM calendar and promote them on different channels over the course of a week.
As for written content, you can process and add more data to make it a long-form article.
Or you can create shareable infographics from the webinar content.
There’s plenty of room!
18. Invest in job ads
These can be Google Ads , social media ads , pop-ups, billboards – whatever fits your budget.
The goal is to grab the job seeker’s attention and entice them to apply for the position quickly.
You can be as creative as you want here.
Check out these recruitment ad examples for inspiration: McDonald’s We’re Hiring People This was an absolute masterpiece, and we won’t deny it. The bold red background with large yellow letters shocked everyone at first, until they read the smaller text at the bottom of the image.
Graphic designer
At first we were worried: what if there was a mistake in the email address too?
Lol!
The Edition Hotel in Miami Beach
Marriott International has truly mastered the concept of employee benefits.
Who wouldn’t want to work at a place like that?
This recruitment ad does a great job of showing what they offer.
They don’t even have a long list of requirements.
They just need “warm, outgoing, authentic, passionate and inspiring” candidates.
You learn the art of creating compelling job ads and market them like a pro.
19. Consider PPC Ads with Google
Pay-per-click (PPC) advertising programs like Google AdWords or Bing Ads help recruiters generate lots of leads right away, target candidates in real time, and increase their brand presence. Nearly 65%
Important : Don’t take point six lightly.
If you are paying per click and those who click on your page don’t convert, you will lose dollars.
So, make sure your landing page is optimized.
Here are some tools and software you can use to tweak, track, and report your PPC campaigns.
20. Use programmatic advertising
Programmatic job advertising is an automated, data-driven approach to publishing and optimizing job ads online.
Improve ad targeting accuracy, increase efficiency, and enable recruiting agencies to make better hiring decisions.
Implementing successful programmatic advertising involves several key steps.
Here’s a quick breakdown:
Start by defining your campaign goals .
It can be attracting candidates with specific skill sets, reaching a particular demographic, or filling a high-priority position.
Next, identify your target audience and select the right programmatic platform or provider.
In this case, “right” is subjective.
Consider the platform that fits your unique hiring needs.
Now, create a compelling job ad and optimize your placement and bidding strategies.
Once placed, monitor the performance of your ads by analyzing metrics such as impressions, clicks, applications, etc.
You use this data to make informed changes, optimize underperforming ads, refine targeting parameters, and allocate budgets effectively.
21. Run social media ads
Most social media platforms offer affordable advertising options that help recruiters reach a specific talent pool.
While many businesses prefer to advertise on Facebook, Twitter (X), and LinkedIn, nowadays, Pinterest is emerging as an excellent option .
Pinterest ads drive three times more conversions than any other social media platform.
Other trending platforms for recruiting ads include Discord, Reddit, Twitch, Quora, and YouTube.
22. Create email newsletters
A recruiting newsletter is a great way to cultivate relationships, showcase your company culture, and stay at the top of potential hires’ lists.
A well-crafted recruiting newsletter includes a catchy headline, diverse content (not just job ads), a clear call-to-action, and a responsive design.
Here are the Top 7 Email Newsletters you should subscribe to to receive daily updates on all things recruiting and talent acquisition.
Recruit CRM , HR Immersion , Human Crapital , Brainfood Recruiting , Recruiting Brief , SHRM Newsletter , and Digital AIHR .
23. Launch a business page on Facebook and Yelp
If your staffing business is focused on a small geographic region, creating accounts on Facebook , Yelp , and Google Business should be your priority. High Yelp reviews improve your online authority and search engine rankings.
The best part? You can create and customize business accounts on all three platforms absolutely free.
10 Tips to Make the Most of Your Yelp and Facebook Business Page
- Claim and Optimize : Make sure your business is listed on both Yelp and Facebook. Also, your profile should be 100% complete.
- You post engaging content : You regularly share updates, promotions, and behind-the-scenes glimpses across both platforms. You use high-quality photos and videos to grab attention.
- Respond to Reviews : Respond promptly to both positive and negative reviews on Yelp. Thank customers for their feedback and address any concerns in a professional manner.
- Run targeted ads : Use Facebook advertising tools to reach candidates with specific skills.
- Encourage customer interaction : Respond promptly to comments and messages and run contests to increase engagement.
- Use relevant keywords : Include relevant keywords in your Yelp and Facebook profiles and posts to improve search visibility.
- Track your results : Monitor your page analytics to see what’s working and what’s not. Adjust your strategy based on the data.
- Offer Exclusive Deals : Promote special offers and discounts to your Yelp and Facebook followers to encourage them to visit your business.
- Partner with local influencers : Partner with local influencers to reach a wider audience and build brand awareness.
- Stay consistent : Maintain a consistent posting schedule across both platforms.
24. Create a Quora Space
Quora has an active user base of over 400 million unique users and 116 million questions – different ones across over 300k topics. Each topic has hundreds of dedicated spaces .
People who join these spaces engage in regular Q&A, meme sharing, topic discussions, etc.
You can join Quora spaces related to HR and recruiting to access diverse talent and create similar talent for your company as well.
25. Launch a subreddit
(Follow u/Eli_franklin for a daily dose of recruiting-related material.) Much like a Quora space or a Facebook forum, a subreddit is a space dedicated to discussing and sharing resources related to a specific field.
It has a theme, rules, and guidelines.
It can be public or private.
In general, it is a place to build a community of like-minded people to share experiences, challenges, and successes.
This community nature of Reddit can be a boon to your recruiting agency.
26. Create shareable infographics on Pinterest
Infographics, like any other data visualization, are popular for their amazing ability to present a load of information in a visually appealing and easily digestible format.
For example, notice how many infographics we have included in this article.
Each one presents specific information or statistics related to the topic.
This makes the article easily scannable and helps improve search rankings .
Additionally, infographics can be easily shared across platforms and used by other bloggers in their articles.
(Be sure to include your logo and name in the image for brand recognition.)
You can use tools like Canva and Adobe Illustrator to design your infographics and share them on Pinterest (with targeted keywords) to gain more traction.
27. You use pop-ups to capture emails
So, your recruiting website is getting traffic; now what?
Collect emails.
Add pop-up widgets to your landing page.
This pop-up should offer something valuable to your audience.
For example, if a novice recruiter reads one of their blogs, they can add a pop-up for a FREE guide on “ 101 Recruiting Hacks for 2024. ”
This will ask the lead to enter their email to access the FREE guide.
They get the guide.
You get their email.
You use this email to send them more personalized resources, update them on job postings and industry trends, and launch a successful email marketing campaign.
28. Launch an email marketing campaign
Your job doesn’t end with converting website traffic into leads.
You need to keep your candidates engaged both before and after they apply.
The best way to do this is through email marketing.
It’s easy, free, and scalable.
You can also download free email templates to keep your talent pool warm during the hiring process .
Just personalize them a bit and hit send.
Don’t want to do it manually?
Consider email marketing automation.
29. Source on Discord servers
There is a common misconception that Discord is built exclusively for gamers.
That was the case a few years ago, but not anymore.
Today, Discord has evolved into a group chat platform, with over twenty million active servers.
Each server has its own guidelines, topics, categories and channels.
It is an excellent place to find great tech communities with talented developers and IT professionals.
For example, look at this news…
The coolest part?
This online job fair was hosted on Discord.
And Chipotle attracted over 23,873 applicants from the platform itself.
Yes, the minimum wage increase helped.
But that’s what good recruiting marketing is all about.
He can’t expect to get the attention of the candidates on Discord without standing out. But, but, but, see this –
We found this chat on Reddit about “discord recruiting” and we agree.
That’s why here’s the tip:
Discord is great for community engagement.
It builds brand awareness.
But don’t directly target candidates on the platform.
People usually don’t have full profiles on Discord.
All you can see about their accounts is – the servers they are on, mutual friends, and links to their other social media channels.
So if you find a potential candidate on Discord, look up their professional profile and contact them there.
If they don’t have any other social profiles linked to their account, you can just ask them.
Be calm and transparent.
30. Join Slack communities
Slack is a cloud-based collaboration tool built exclusively for team collaboration and communication.
The platform is very easy to navigate and logically organized into project, team, or topic channels.
Anyone interested in a certain topic/field can join these channels.
There are also options to create private channels where content is only available to small groups of members.
These channels are ideal for sharing confidential information.
Here are some Slack channels you should join to find top talent:
| Developers | DevOps , #Frontend Developers , FED , #SAP , botmakers , iOS developers , Larachat , Animation at work |
| Designers | Designer Hangout , Design Talks , Team Sketch , People Dribbling |
| The marketers | Online Geniuses , Affiliate Marketers , Conversion World , |
| Human Resources & Talent Acquisition | #people , OneReq , people-people , HRtoHR , People Geek , Human Resources , Hiring Slackers , People Above Benefits |
| Freelancers/Remote Workers | I work for , #creative tribes , |
31. Create a Telegram channel
Telegram is a messaging app known for its high level of security and privacy.
It is especially useful when broadcasting messages to large audiences.
These messages can be job offers, company news, industry insights, or anything that engages your Telegram community.
The best thing about Telegram is that you can communicate with hundreds of candidates in advance, using the Schedule Reminder Tool feature .
This way you ensure that none of your messages are left unnoticed or, worse, seen.
You use bots like @ControllerBot to schedule posts, view channel analytics, and collect reactions from your channel members.
32. Go live on Twitch
Believe us, Twitch is not just for gamers.
It is a hub for interest-based communities that span industries like tech, HR, business, etc.
Over 9.3 million unique creators (Twitchers) livestream on the platform every month.
That means a huge talent pool to dive into!
How can you find quality candidates on Twitch?
It’s very simple.
Let’s say you want to hire a software engineer; just type in your application specific to a language (like react.js).
If you find a creator that interests you, check out their About section for details on their projects.
From here, you can chat with them directly on the platform or contact them on other social media accounts.
33. Try Clubhouse
The drop-in audio social app Clubhouse has been making waves in the market since its launch.
Of course, its influence can also be seen in the recruitment industry.
Here are seven ways you can use Clubhouse to elevate your recruiting marketing efforts:
How can recruiting agencies benefit from Clubhouse?
- Going Viral to Grow Your Network : Clubhouse sends a notification to all your followers when you go live. This can help you attract more eyes to your profile and gain followers.
- Exclusive Industry Talk Guests : Leverage Clubhouse’s live audio format to host in-depth discussions with industry leaders, hiring managers, and potential candidates, showcasing your expertise.
- Giving Voice to Your Brand : Clubhouse gives every business, big or small, a voice that doesn’t get muffled or lost in the noise.
- Launch Q&A sessions : Invite your followers to ask professionals questions in real time to foster a dynamic and interactive environment.
- Tell Your Story : Put your storytelling skills to the test and build an engaging story around your brand to share on Clubhouse.
- Build a Human Connection : Invite current employees to share their experiences working at your agency. This will humanize your brand and show your commitment to employee well-being.
- Go beyond recruiting topics : Host discussions on broader industry trends, personal development tips, or even current events to demonstrate your agency’s depth, appeal to a diverse audience, and position yourself as a thought leader.
Remember that Clubhouse is based on authentic, real-time conversations.
Use your unique format to foster genuine connections, build trust, and showcase your agency’s value to potential candidates.
34. Snap and chat
Snapchat used to be a fun app for teens obsessed with cell phones and attracted by disappearing messages.
But today, the picture is very different.
More and more brands are considering “Snapchat presence” as a smart investment.
However, creating content on Snapchat is different from other social media apps.
Snapchatters expect unedited, authentic behind-the-scenes content.
They appreciate personalized messages, real-time videos, emojis and quirky content –
If you’re not willing to think outside the box, experiment, and have a little fun, Snapchat might not be the right recruitment marketing platform for you—at least not yet.
35. Provide relevant resources
Who doesn’t like free resources?
Whether it’s free guides on job applications, salary negotiation, resume writing, etc., or templates that other recruiters might find useful, anything that can give people an edge over the competition is always welcome.
If you have a series of blog posts on a particular topic, they can be compiled into a downloadable eBook or turned into a video series.
Promote these resources on your social media and watch your audience flock to them.
36. Profit from 3PR
3PR (Customized Professional Public Relations) is the recruitment marketing strategy that can help you achieve one or more of these seven goals.
Notice there are four key terms here – Personalized – Each member of her hiring team brings different strengths, skills, preferences and personalities to the marketing, positioning and amplifying of her brand message. Professional – 3PRs have one goal: the professional exposure of her agency’s expertise and value proposition.
Many recruiters shy away from the PR spotlight, saying, “It’s not about me.”
It’s definitely about HER.
Public – His team, his marketing, his brand, they may all be top notch.
But if he doesn’t share his expertise, it’s a waste.
Relationships – Finally, PR is about building relationships with your audience, followers, clients, and candidates. You can do this by consistently sharing valuable, actionable, and interesting content. ” But I don’t have anything interesting! “
That’s fine.
Press releases don’t have to be news-based.
They just have to be interesting.
They can be your opinion on industry trends, how-to articles, in-depth articles, or a research report.
Write articles, white papers, reports, blogs – anything that your potential clients will find relevant.
Attend conferences and interviews to improve your likeability and reputation.
Be wherever it should be!
37. Create impressive social media scripts
One of the fundamental steps to launching a successful social media marketing campaign is creating effective scripts.
He must know what to say and how to say it.
- Do your social media posts have to be perfect for everyone? No
- Should they be useful for some? Yes
- Must be vital for at least some? Of course!
Some people wonder, “ How will I manage all the social activities along with the rest of my business? ”
The solution is to be programmatic.
The first step is to decide which social media channel truly intersects with your target audience.
You don’t have to be on all social media platforms.
Select two or three that are most suitable and focus your efforts there.
Second, have a buffer content.
Have some scripts prepared in advance and schedule them into your content calendar.
38. Stay away from the “IDIOT” error
Most recruiters jump into social media without understanding the intent , ideas and influencers that contribute to their success.
Well, they make “IDIOTIC” mistakes.
IDIOT here stands for –
I : “Me, Me, My” Syndrome. D : Play Down I : Information Without Invitation O : Overselling T : Talking Without Action Let’s discuss each of these, along with their probable solutions. “Me, Me, My” Syndrome
Your social media posts don’t have to be all about you.
In fact, if you only talk about yourself, your company, your blog, and your resources, people will tune you out.
So what should you do?
Promote other experts.
Allow guest posts on your site.
Invite them to your podcast.
Include their articles in your newsletter.
In short, share, collaborate, and cross-promote other recruiting activities. Play it down This mistake stems from the fear that if you spread your best ideas, tactics, and insights around, your market demand will decline.
The reality is that it works 180 degrees in reverse.
People appreciate the direct experience of geniuses.
They only come back to ask for more if she offers something that the others don’t (or if
she offers something cheaper than the others?).
Information without invitation
Sorry to disappoint you, but the Internet is full of information.
You don’t need any more information from yourself.
Not from me.
Not from anyone.
This means that simply posting a static blog about another very common topic is not enough.
It must ask questions, seek to engage, and invite engagement.
Overselling
The worst marketing mistake you can make is 100% self-promotion with 0% relevance to your prospects.
It just adds “Unsubscribe. Unrecognized. Unlog. Unfriend. Goodbye.”
Remember, content comes before commerce.
To make money, grow your talent pool, or win customers, you must first earn your audience’s attention.
How can you do that?
First, fish where the fish are.
You don’t have to be on every social media site; rather, be on the “right” ones.
Second, you work on building credibility.
Having an attractive website, social media profiles, good reviews, valuable content – all of which contribute to your high-quality carbon footprint.
Talking without acting
Too many recruiters do everything right, but then leave candidates wondering what the next steps are.
They don’t include clear CTAs in their posts, blogs, and emails. The solution?
Add CTA, it’s that simple!
39. Perfect your LinkedIn profile
When it comes to professional networking, LinkedIn is the most searched social media site . So, make sure it’s perfect – complete, formatted, clean, and free of spelling and grammatical errors. Strategically include relevant keywords throughout your profile – in your job title, title fields, specialties, interests, recommendations, and education.
Personalize your profile URL.
Make sure it reflects your name, business, or area of
You can read more about how to perfect your LinkedIn profile here –
40. Attend recruitment conferences
Research and identify the top recruiting conferences relevant to your industry. Register early to secure your spot and take advantage of any early bird discounts.
Network actively at these events.
Introduce yourself to industry leaders, speakers, and other attendees.
Share your experiences and learnings on social media using the event hashtag. Here are the top 15 recruiting conferences you can mark on your calendar for this year!
41. Encourage testimonials
Reach out to your current and former recruiting team members to get testimonials about their experience working with your company. Make this process easier by providing a simple form or request.
Share these testimonials on your website and social media channels.
Engage your audience by asking them what they value most in a workplace.
Use Google Forms or SurveyMonkey to collect testimonials.
Canva can be helpful in creating visually appealing testimonial graphs for social media.
42. Write a book
What?
Anything you’re an expert in.
Candidate sourcing?
Write about it.
Employer branding?
Go ahead.
Begin by outlining the key topics you want to include in your book.
Break them down into chapters and sections.
This course can help you write your best-selling business book ! (This is not a promotional link) 💡Tip : Involve your team in the book-writing process.
Share updates on your book’s progress on social media to create buzz.
Consider using writing tools like Scrivener or Google Docs for drafting. Amazon Kindle Direct Publishing can be a resourceful platform for self-publishing.
43. Experiment with a new trend
Stay up to date with the latest recruiting trends .
Well, not just recruitment trends, but any business trend in general.
Spotify is doing something about TikTok; see if they can repurpose the content and use it to their advantage.
The most important thing is that experimenting does not mean doing everything and the opposite of everything.
Choose trends that align with your company’s goals.
Document your journey of experimenting with any new trend.
Share your learnings and results on your blog or LinkedIn articles.
44. Leverage user-generated content
One of the best marketing strategies is to make your followers work for you.
Happy/interested candidates and customers can vouch for your brand and add social proof to your recruitment marketing campaign.
Ask them to leave reviews or, if they have already created content involving your brand, ask for permission to share it.
45. Launch a referral program
An effective referral program includes explaining job requirements, updating your team, recognizing good referrals, offering incentives, and testing.
This is a quick way to recruit more quality candidates on a limited budget.
Incentivize team members, clients or candidates who refer a successful candidate.
These incentives can be financial, such as cash bonuses, gift cards, commission-based rewards, or exclusive perks and benefits such as weekend getaways, concert tickets, premium memberships, etc.
Make sure whatever you choose to offer is relevant to the referrer.
Celebrate successful referrers to encourage participation.
Monitor program performance regularly and adjust accordingly.
46. Appear in the local newspaper
You craft a compelling press release about a recent accomplishment, a unique aspect of your company culture, or a community event you’re hosting. You submit it to local newspapers and online community portals like PRWeb and PR Newswire .
Use social media to announce your presence in the newspaper.
Encourage employees and followers to share this news with their network.
47. Start a podcast
According to market data, the global podcasting market will be worth $30.3 billion by the end of 2024.
This means there’s no better time than today to start your own podcast (if you have the time and resources, of course!).
You can also invite HR influencers to your podcast to attract more audience.
Additionally, you can publish a transcript of each episode as a blog or record a video along with it to post on YouTube or other social media channels.
Some popular podcast hosting services include Buzzsprout , Podbean , Ausha , Ancora , Castos etc.
48. Feature in a podcast
Another popular way to gain exposure is to appear as a guest on other popular recruiting podcasts.
If you’re interested, the following recruiting podcasts will be a great start –
49. Manage comments on review sites
71% of candidates research a company before applying for a job.
A big part of that research includes looking at reviews on review sites like Glassdoor and Indeed.
In addition to these main sites, they can also check your Google Business profile, Yelp, and Facebook page.
So, keep an eye on where you get employee comments or feedback.
There is no need to delete negative comments (if any).
Instead, please respond kindly.
If there are suggestions, such as complaints about micromanagement or time-off policies, take them into consideration.
Correct the issues to prevent such complaints from recurring.
50. Promote your brand on job agencies
While many job agencies allow you to post your ads for free, you can increase your visibility by opting for paid ads. This way, your job ads will appear before those of your competitors on these sites. Here are the 19 best premium job agencies to post your jobs in 2024. In addition, you should work on improving your job ad writing skills.
Every job posting includes a short ‘About Us’ section, where you can include positive aspects of your company culture to attract talent.
51. Leverage chatbots
When someone comes to your website with the intention of working with you, applying for a job, or purchasing a service you offer, they expect a seamless and efficient experience.
They may need active support to complete the process or make a decision.
This is where chatbots come in.
For example, you visit our website.
We have a 24/7 Live Chat Service powered by Intercom to help our clients and candidates resolve their issues within three minutes or less. You may have something similar for your recruitment website as well. Some options are Intercom , Drift , User.com , Dashly , etc.
52. Take a step forward with YouTube advertising
YouTube is the world’s largest video search engine .
The cost of its advertising options is also relatively low.
If you already invest in video marketing, you can simply use snippets from your existing videos to reach potential candidates directly on YouTube.
These snippets should ideally be under 30 seconds and have a clear call to action (CTA).
53. Make it easier to contact her with ad management
Business listings like your Google Business profile, Yelp, and CitySearch help candidates contact you directly, visit your website, or even get directions to your agency. Here are the 55 best online business listing sites and directories you can use in 2024! Most of these sites allow you to include your company name, address, phone number, website link, logo, and list of services on your page.
💡 Bonus Tip: Don’t just rely on static ads!
Take advantage of the video features offered by platforms like Google My Business to showcase your agency culture and employee testimonials.
54. Bring business cards
Because we still follow traditional recruiting methods and recommend you do so too (of course, in combination with online trends).
Don’t leave home without your business cards.
Go to a virtual job fair?
Bring them along.
Go on a random shopping spree?
Do it again.
You never know who you might meet.
Make sure your business card contains all relevant information: phone number, website address, links to social media profiles, etc.
Check this out – 41 Custom Business Card Templates for Recruiting !
55. Use X (formerly Twitter)
Twitter is a microblogging site that boasts over 217 million daily active users .
This number is expected to spike to over 340 million active users in 2024.
But the question is: Is X good for recruiting?
We like to think so.
How? First, mention in your bio that you are actively hiring.
Also, add a link to your application form or career page for easy access.
Then start tweeting.
Share real stories from your team.
Showcase your culture and diversity and inclusion initiatives.
To increase the visibility of your tweets, use relevant hashtags and keywords, such as #hiring , #remote jobs , #gamedevjobs , etc. Use colorful creatives such as images, GIFs, or videos that resonate with your target audience.
56. Be interactive with Instagram stories
More than 900 million users view and post Instagram Stories every day.
In fact, 31% of US brands allocate a separate budget for Instagram Stories advertising.
Instagram Stories add top-notch engagement to your marketing efforts, especially when it comes to pools and Q&As.
Her followers can easily react to these stories through emojis, votes, or even direct messages.
You can create custom interactive stories directly on Instagram or using Canva templates.
Try this FREE Instagram Story Editor .
57. Publish the list contents
This applies to both articles and videos.
Lists are easy to follow, more readable and concise.
They are perfect for your time-starved audience and also increase SEO.
For example, the article you are reading is a listicle – ” 71 Recruitment Marketing Ideas ” Here is the typical listicle content structure:
58. Tagging people on social media
Almost all social media channels offer a tagging feature that allows you to tag or mention anyone in your post: competitors, team members, potential candidates, clients, influencers, etc.
This increases the organic reach of your post and increases your following. Check out this detailed guide on social media tagging for a better understanding of the topic!
59. Request company awards or badges
These awards can validate your achievements, enhance your credibility, and give you an edge over your competition.
You can put them on your website (if you have a badge) for everyone to see, just like we did -.
Or share photos of your team posing with the award on your social media account.
Some popular awards for recruitment agencies include the Global Tiara awards , Global Recruiter UK industry awards , Business UK award , Stevie Award etc.
Before claiming a prize, read the eligibility criteria and don’t wait until the last minute to complete the application.
60. Recycle your old content
He knows how to repurpose his webinars, so why not try it with all the old content?
If he has a blog, you turn it into a YouTube video.
You turn his videos into an infographic.
And the cycle continues.
Never be afraid to mash up and re-promote your old content.
Chances are, most of your followers have never seen it before.
61. Collaborate with educational institutions
Nothing, literally nothing, can give you access to a pool of fresh, untapped talent like partnerships with higher education institutions.
All you have to do is collaborate with multiple institutions, clarify your requirements, come forward with workshops, career fairs, mentoring programs, etc. and hire.
Please note that the bulk of this partnership is aimed at nurturing talent: training them, keeping them engaged, and providing them with job opportunities that match their talents.
The key is to “invest” in freshmen.
Host hackathons and skills trainings, sponsor clubs, build and participate in online forums, check in and provide feedback—anything that makes candidates want to contact YOU first, right after graduation.
62. Organize virtual open days
An open day is a particularly warm way to introduce your company to potential hires.
It typically includes a general company presentation, live Q&A sessions, online games, and a virtual tour.
The goal is to allow “interested” candidates to gain first-hand experience working with her, interact with members of her team, and understand her corporate culture.
You can use platforms like Zoom, Microsoft Teams or Hopin to host these events successfully.
63. Simplify the application process
Review your current application process.
Try to reduce the number of steps to the bare minimum.
Eliminate irrelevant questions, unnecessary fields, and resume bloat. On LinkedIn, allow candidates to apply with a single click.
For initial screenings, opt for one-way video interviews . These steps, however small, make a big difference in the candidate experience. 💡Tip : Make sure your application is mobile-friendly.
64. Use CNPS surveys
No recruitment marketing strategy is profitable without regular monitoring and adjustments.
That’s why you need a Net Candidate Promoter Score (CNPS).
This score can be obtained through a 5-point survey.
Here, candidates are asked to rate their experience on a scale of one to five, with five being the most favorable and one being the least favorable.
These surveys can be distributed via email after each stage of hiring, such as post-interview, onboarding, etc.
The goal is to analyze the aspects of your hiring process that candidates find most unsatisfactory and resolve them as quickly as possible.
65. Reverse engineering your hiring process
What does this mean?
Analyze your current top performers to re-strategize your hiring strategies.
“ My top performers have this, this, and this quality . ”
Make these qualities a starting point for finding your next hires.
This way you ensure that you only hire high-quality candidates.
66. Host virtual job fairs
Virtual job fairs are events where job seekers interact — visit booths, ask questions, and network — with recruiters or employers directly, from the comfort of their homes.
These fairs offer you great opportunities to revitalize your talent pipeline.
To host a successful virtual career fair, you first need to choose the right platform.
There are many options like Sfacciato , Paradosso , CarrieraEco etc.
Choose the one that meets your specific needs.
Next, develop a strategy and timeline.
Consider the number of attendees, the positions you will be taking, your budget, and other resources needed.
Finally, set up a career booth, introduce yourself, and start engaging.
After the event, follow up with all attendees.
Thank them for attending.
67. Create a feedback loop for rejected candidates
Yes, recruitment marketing involves rejected candidates.
Because you never know what position you might need them for in the future.
So, make sure you don’t burn bridges.
If you’re no longer moving forward with a candidate, offer personalized feedback.
Explain to them the reason for the disqualification and encourage future applications.
Most importantly, stay in touch.
Update them through email newsletters or occasional text messages.
Use your candidate relationship management system to track their employment status and follow up.
68. Invest in text-based recruiting
With a staggering 98% open rate, text messages outperform traditional emails. The reason is obvious: we’re in the age of instant gratification, so reaching candidates where they spend the most time—on their phones—is a necessity.
However, effective text recruiting is far from sending a “We’re hiring” message.
It requires finesse and a thoughtful approach.
That’s why we’ve compiled this article – Mastering Text Recruiting: 20 Free Ready-to-Use Templates + Rules to Follow .
Go ahead, check it out!
69. Focus on diversity and inclusion
And here’s why – pretty self-explanatory!
Candidates look to work with companies that value diversity.
So, be that company.
Your agency statement should include – Welcome everyone!
Not only include, but respect.
That said, here are two articles you absolutely must read:
These articles can at least help you get started.
But if you are still stuck, don’t hesitate to seek the help of an expert.
70. Brave enough?
Try guerrilla marketing
Guerrilla marketing is an unconventional form of marketing that increases brand awareness without interrupting the audience.
It’s a way to evoke emotions in people, to make them question her and her brand.
Think flash mobs, interactive street art, or viral social media campaigns: it all falls under guerrilla marketing.
Want some ideas?
Try painting QR codes on the walls of your city that, when scanned, will direct candidates to your job application.
Accompany this code with a witty message.
Or organize a fun role play outside his office building.
Dress it up with costumes, banners and branded banners.
In truth, there are many ideas available for research.
But in the end, it depends on YOUR creativity.
71. Get inspired
And believe us, there is a lot to understand. The internet is full of titles like recruitment marketing examples , successful guerrilla marketing campaigns for inspiration , etc.
All you have to do is research, refine, and adopt.
(Of course, if it fits your brand identity and style.)
And that’s it!
Remember, before you apply any of these ideas, you must ” Understand your target audience .”
You may want to address a broad market, but they say “the riches are in the niches”.
So stick to your “target” audience.
Understand their pain points, their expectations and their priorities.
What motivates them to apply for a job?
What are they looking for in a company or job description?
Knowing these aspects will help you tailor your story to resonate with your candidates.
Frequently Asked Questions (FAQ)
Q1: What is recruitment marketing?
This is the strategic use of marketing tactics such as branding, targeted outreach, advertisements, etc. to attract, engage, and nurture potential candidates, even before they actively apply.
The goal is to market the company as a “great place to work.”
Q2: Why is Recruitment Marketing Important in 2024? Recruitment marketing is more important than ever today because…
- The competition is fierce,
- Candidates have high expectations,
- Technology advances at a fast pace.
Brands that want to attract top talent must increase their recruitment marketing efforts.
Q3: How can I measure the success of my recruitment marketing efforts?
Track the “right” metrics.
This can be quantitative , such as application volume, source of hire, cost per hire, time to fill, conversion rates, etc. Qualitative , such as candidate quality, employer brand perception, candidate experience, and social media engagement. A combination of both is best.
