Scaling business in a fast growing environment is never easy. As startups & scale-ups leaders, your main focuses are to boost your sales, offer new services, optimise your technology…
To achieve those goals, attracting the right talents is probably the most important key to growth and success. If hiring is hard, then hiring for startups can be even harder (limited time, knowledge & budget).
You might think “I don’t know anything about recruitment”! Well we have a good news for you, Recruitment is becoming like Marketing so you know more than you think 😉
Why Recruitment Marketing?
As candidates’ behaviour changing rapidly (use of mobile apps, social media, videos…) and the market reaching an all-time low unemployment rate (3.5% in The Netherlands), attracting the right candidates has never been that complicated.
Luckily, with the rise of Technology and Marketing supporting Talent Acquisition, companies are now able to better position themselves as employer of choice, target the right candidates easier & optimise their budget based on ROI.
What is Recruitment Marketing exactly?
Recruitment Marketing refers to all kinds of strategies and tactics used by organisations to identify, attract, engage & convert talents into candidates.
The objective of Recruitment Marketing is to make use of all (digital) Marketing best practices in order to save time & money in attracting the right talents.
As entrepreneurs & leaders of startups/scale-ups, you don’t have too much time to focus on Talent Acquisition.
Sebastien Monnet, weGrow Recruitment Marketing Expert, shares with us 5 recruitment tips, easy to implement, in order to recruit better & faster:
1.Create & optimise your career page the way you would with your website
Your career page is the #1 place candidates go to research your company! It’s important that you understand who your candidates are in order to create relevant content, write the best possible description with the right tone of voice.
2.Build your Employer Brand (and Employee Value Proposition) from day 1
As startups/scale-ups, you might not be able to compete with large organisations in terms of salary, however you have so much more to offer. Focus on the challenging projects, the benefits, career path, work environment, company culture…
3.Use Social Media as candidates’ magnet
Talents want to push your company’s doors to understand better what it’s like to work for you. As we spend on average 1 to 2 hours per day on Social Media, these are definitely the right channels to share (in)formal contents like, new products, networking events with clients, but also afterwork drinks, team lunch, yoga sessions, new colleagues…
4.Talk about your company online
Content is free and probably the best visibility you can create. Be open, have a blog, share the lessons you learned, contribute as guest content on websites, add relevant content to your LinkedIn page, create a company page on AngelList or Glassdoor, ask colleagues to write reviews…
5.Your fans are your best hires
Your employees (but also clients & partners) are your best ambassadors, and word-of-mouth Marketing is probably the cheapest and most efficient way to attract candidates. If they really enjoy working for you, they will tell their friends how great of a company you are, and eventually, will want to get on board with you.
