As we navigate our way through the Coronavirus pandemic and look toward economic recovery, there will come a time for when staffing agencies need candidates. It might not seem like it as the job orders dry up, but it will flip.
That means recruitment marketing has never been more critical. When the economy begins ramping back up, there will be a need for candidates.
The challenges are going to be on multiple levels:
- The focus of recruitment marketing will go from job advertising and really shift to employer branding and social recruiting. Do staffing agencies have a strategy in those areas?
- For people receiving a higher level of unemployment through July 31, it’s difficult to get candidates to apply for a job.
- Can you afford to land new candidates or should the first step be to mine your candidate database and reactivate past temporary employees?
How can you identify and attract people who can make a real contribution to your organization?
By taking a proactive approach now, you can gain a leg up on the competition in landing the best talent. No matter what the economic condition, strong candidates are always in demand. Speed and preparation will be the key to your organization’s success when business begins to recover.
How can your staffing firm lead the way?
The first question top candidates will ask is “How did you treat your employees throughout the COVID-19 pandemic?” For both individuals and companies, the pandemic revealed strengths and weaknesses. Was your reaction consistent with your brand? Did you do all you could to mitigate the impact on your people?
Your employer brand is out there, whether you like it or not. It’s not what you’re saying, it’s what they are hearing. The question comes down to – how much do you want to influence the employer brand?
There are several tactics that will have an impact:
- Website – everything starts here. This is your real estate. You control everything on this page. Consider it your front door. What’s the message you want people to see?
- Reputation Management – how are you getting positive testimonials? Are you being proactive? What happens when there is a negative testimonials – how do you respond?
- Video – who can you showcase from your leadership? What can you do to showcase your internal employees and your temporary employees to highlight their stories?
Find out why now is the perfect time to be proactive in managing your online reputation.
Get your brand out where the candidates are. Facebook, LinkedIn, Instagram, and Twitter serve a variety of markets. Visually appealing messages will grab attention and attract candidates whether they are actively looking for work or not. Social recruiting will get your content to the right candidates and bring more people to your jobs.
Combine the first two pillars of recruitment marketing in this blog by showcasing your employer brand on your social media outlets. People are spending time here. Show them the best content possible about your company. Give them value in your content on the topics they want to hear.
If you want to re-activate your candidate database, Facebook advertising provides the perfect outlet. Upload that database to Facebook, create an audience, and show ads to the people whose email address in your ATS matches their email address on Facebook.
For most employers, budgets are especially tight now, but you can’t afford to go dark. Programmatic advertising ensures that your message gets in front of the right people at the right time and that no efforts are wasted. It’s a strategic method of getting the most from your marketing dollar.
It’s imperative to get the highest ROI on your candidates. We want to minimize costs. We want to be efficient. We want to react quickly to real-time data and use the software to do that instantly.
A career site is a one stop shop for candidates considering their next move. Display your employer brand and make it easy to apply. Job seekers can post their resume and set up job alerts. From your end, the career site integrates seamlessly with your ATS and Google for Jobs. Jobs are shared on Facebook, Twitter, LinkedIn and Google+ and automatically distributed to job aggregators.
This is the real estate that your staffing agency controls. Showcase your employee value proposition or what an employee gets out of working for your company. Display employee stories. Highlight testimonials. Make sure it works perfectly on mobile.
Don’t wait for economic recovery to grab the attention of top talent
Contact the Haley Marketing team today to learn more about how recruitment marketing can help your business thrive no matter what economic conditions you face. For more information on maintaining and growing your business through the pandemic and beyond, please check out our COVID-19 Resource Center.