The Differences Between Recruiting and Recruitment Marketing

It’s time to throw on those Hawaiian-themed swimming trunks, folks, because we’re jumping into the deep end! Before diving into the sea of recruitment marketing, the separate worlds of traditional recruitment and the 2021 edition of using marketing for recruitment need to be clarified. All recruitment marketing strategies are inspired from the world of content, social media, interaction, and inbound marketing. Successfully using recruitment marketing opens you up to a whole new world of possible candidates: the dream candidates who are not even looking for a new job! These are called “passive candidates.” Traditional HR approaches only attract those who are actively searching for open positions on job boards etc. but fail to uncover the coveted passive candidates who could be the true fit for your company.  That doesn’t sound much like 2021 to us!

What is a Recruitment Marketing Strategy?

We would love to say that creating a recruitment marketing strategy is ‘easy-peasy lemon squeezy.’ Unfortunately, it’s not. It can turn sour at times, but that’s exactly why we are here to help you! This strategy is an entire combination of comprehensive and well-thought-out why’s, who’s, what’s and how’s. Just like any other marketing strategy, you’ll need to know the following before you get started:

• Who is your audience? In this case, who are your potential candidates? Are they mostly active or passive candidates? Or a combination of both? 
• On which channels are they active?
• What are their interests? In this case, what is important to them in a workplace?

Once you’ve found your answers, you can build your RM strategy around your target audience, their preferences, and the needs you have within your company.

The sweet cherry that goes on top of all recruitment marketing strategies is the way to attract the best-fit candidates for your company: with great social media content, of course. What a great excuse to spend more time on Instagram at work!

Slash Cost-Per-Hire With Recruitment Marketing

There’s a (candidate) pool party going down and you’re invited! We’re not necessarily talking about swimming, but we are encouraging you to take a dive into your own tailored and filtered pool of specifically-picked candidates. By starting with recruitment marketing, that’s exactly what’s possible. You’ll drastically decrease the time spent and employees needed to set up new ads and acquire new talent. We all know time and manpower cost money, so the only way to cut back on those resources is by automating certain aspects of your recruitment marketing. It may sound dramatic, but recruitment marketing saves time and money. Mic drop!

Find Passive Candidates With Recruitment Marketing

To target passive, top candidates without breaking out the binoculars and a slingshot, it’s an absolute must to use recruitment marketing. The passive candidate is literally passive - and they are for a reason. They don’t scour job boards or agency databases because they’re too busy working hard to create a name for themselves. Luckily, with the right recruitment marketing strategies, we’re able to catch their attention and interest where they spend the most time: online, on social media. Not on job boards. Digital recruitment marketing is the best weapon to ambush and trap these laidback, ambitious and dreamy candidates!

In Summary

Before you blast off onto social media and start posting all kind of content to attract candidates, it’s important to let the difference between traditional recruitment and recruitment marketing soak in. Start by getting a feel for how your RM process could look. Take a step back. Figure out who your audience is, what their interests are, and on which channels they’re the most active. Put together custom recruitment marketing strategies that work for your company. Lastly, create and schedule content that saturates the feed of your potential dream candidates.