5 Excellent Steps to boost your recruitment marketing funnel
The recruiting funnel is essentially the same as marketing – if you want to convert candidates to hires, you need to make sure it’s as solid as possible.
The recruitment process involves:
- Identifying the hiring need.
- Developing job descriptions.
- Distributing job postings (by selecting and posting them on job boards).
- Reviewing applications.
- Screening candidates.
- Selecting the most suitable ones.
Here are some steps you can take to improve your recruitment funnel so you receive more leads and applications.
The Recruitment Funnel
The funnel can be broken down into 6 stages, there are:
1) Awareness:
The ideal candidate would be attracted to your brand and approach you without much effort on your part.
2) Interest:
When a lead takes an action that brings them closer to the sales funnel, they are considered interested or attracted.
3) Application:
Candidate applications are submitted here.
4) Pre-selection:
If a candidate applies for a job, they’ll have to undergo a series of tests and interviews.
5) Interview:
An interview involves observing, speaking with, and otherwise interacting with an applicant to determine whether they are qualified for the job.
6) Hiring:
A job offer will be given to the selected candidates by the recruiter or hiring manager.
To boost your recruitment marketing funnel, consider these stages of recruitment.
Boost your recruitment marketing funnel with these 5 steps
- Create a strong presence on social media
People could use social media to advertise job openings and discuss corporate culture. Your community should be encouraged to interact with you by holding competitions, asking questions, or showing them that they are valued.
- Your ad should be placed where your prospective applicants are most likely to see it
It will be counter-productive to share your job advert far and wide because you will only waste time and money interviewing unsuitable candidates.
Review your recruitment channels and advertise in a targeted manner. You should only post your job ad where your ideal candidates are likely to find it. For eg, on targeted online job sites, on social networking sites, and in trade publications.
- Take note of your employer’s feedback
Chances are, if you have a disgruntled employee, they haven’t kept their grievances to themselves. Pay attention to what people say about your company and keep an eye on sites that allow employees to review you, such as Glassdoor, Indeed, etc.
- Optimize the app for mobile use
Nearly 2-3 of candidates today will instead apply for a job via their mobile phone than their desktop. So instead of losing out on these candidates, we must make sure to optimize our app for mobile use.
- Metrics could be used to determine what works
How could you tell which steps of your hiring funnel work for you if you do not track metrics such as time to hire, quality of hire, and cost per hire? By monitoring these metrics, you could test and adjust your hiring process.
Conclusion
Recruiting marketing is an art that requires money, time, and most importantly, creativity. Recruitment marketing funnels are the most effective way to boost your recruitment marketing.