One way you can show these different opportunities and benefits is through marketing, showing your company in a positive light, and demonstrating what makes your company and products and services better than other options. Because when you're marketing your company, you're not just marketing it to customers, you're trying to reach new employees as well. After all, marketing your company puts your brand message in front of everyone, including the people who think, "I'd like to work there."
Here are just four ways you can use marketing to help you with recruiting and hiring new employees.
What is the atmosphere around your office? Do people enjoy being there? Do you have a great break room or kitchen? State-of-the-art conference rooms? A workout facility? What about the back offices or the factory floor? If you've got some cool things to show off, then show them off. Be sure to let your employees participate in this too. Ask them to contribute articles to the company blog. Upload photos of company events to Instagram. Record lunch and learn sessions and share them on YouTube. And maybe even let some of your employees start blogs and podcasts about their job or your industry. Not only does that share knowledge with potential customers, but it also lets job candidates know that you're a forward-thinking company that is willing to use different technologies to promote the company. Plus, this could help people decide they want to apply for any openings, just to be a part of that kind of organization.
Your company is probably already doing some cool stuff in the community, whether your employees volunteer, attend major events, support local charities, and so forth.This is all information that should be shared on social media. Encourage your employees to share their community involvement on their social networks, and then re-share it on your own. Let customers, partners, and potential candidates see what you're doing to support your local community. If your job candidates are community-minded, this could make them want to be a part of it. Also, if your company receives any awards or is named to special lists, like Best Place to Work, be sure to play that up a lot on social media.
If you can't attend trade shows or can't find local candidates to fill your positions, social networks like LinkedIn and Facebook can help you find candidates with the qualifications and education you need. One way to find potential candidates is to do a search on Twitter, LinkedIn, or Facebook, especially if you're recruiting for hard-to-fill positions, like certain types of computer programming, engineering, or skilled tradespeople. There are LinkedIn discussion groups, industry-related hashtags, and even forum discussions for particular industries and job types, and you're able to see what your candidates have to say about certain topics, how they deal with certain issues and ascertain whether they would be a good fit for your company's environment.
If you're looking for an engineer, where's the best place to find them in real life? If you attend a lot of trade shows, there's a good chance your next hire is already there working for a related company. You could network with that someone in hopes they might be interested in a future position or you might even meet some of the new college grads who are attending the show in the hopes of finding a job. If you're recruiting at trade shows, send out an email to the likely candidates. You can sometimes obtain the email list of registered attendees from show organizers. Reach out to candidates after the show and ask them to submit a résumé, or if you already have their resume beforehand, schedule an interview to meet with them during the conference.
Your employees could be your company's best recriuting asset. Since word-of-mouth is always the most effective marketing tactic, employees can help market your company using their social media channels to post openings in a professional way. This might not work for every company, but with a little guidance on what's allowed and not allowed they can reach networks of candidates you might have missed otherwise. Plus, your employees probably know people who have similar jobs to them, and they would be able to identify viable candidates for you. These are people they went to school with, people they're in professional associations with, and coleauges they've worked within the past. Who could be better to vet a qualified candidate than the people that actually know them.
By no means are these the only ways marketing tactics can be usesd to help with your hiring needs. In fact, the very first step should be to develop a formal strategy. Such a strategy should untilize at least some research about who you are trying to reach, where are they at online, and what messages will gain their attention. Such an approach will, in turn, help determine what tactics will likey be the most effective in attracting qualified candidates. Taking the time to put together a plan might seem like an added task, especially when you need to hire people now. However, the alternative can be wasting time and resources with unqualified candidates or ones who leave the company less than a year later. With the right strategy and tools, though, you could not only weed out poor quality applicants up front, but you can also build a pipeline of candidates to contact when new positions become available.
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