To effectively grow and scale your organization, you need to sell high-quality products and services, cultivate trust with your consumers, adapt to an ever-evolving market, and prioritize the customer experience. You can’t do any of this without hiring the right people — not just those who match the job description but those who align with your company’s mission and values.

One of the best ways to find the most qualified candidates and stand out from competitors who are hiring is building a strong recruitment campaign.

Here are four tips to help you attract the best-fit applicants.

1.   Develop an action plan

Before creating, let alone launching, your recruitment campaign, you need to develop an action plan with specific, well-defined goals. To establish these goals and help cultivate inspiration for ad messaging, sit down with your marketing and/or HR teams and pose questions like these:

By building an action plan that is specific, measurable, achievable, reasonable, and timely (SMART), you’re more likely to stay motivated and find success. Setting goals for your recruitment helps you stay on track, keep everyone on the same page, and minimize miscommunication.

2.   Define your ideal employee

When you’re selling a product or service, you typically build the ad campaign to resonate with your target audience. You want the design and messaging to speak to your primary consumers’ age range, gender, location, and hobbies or interests to boost conversion rates.

Why not treat your recruitment campaign the same way? Understanding your ideal candidate — from location and education requirements to years of experience and specific skill sets — can help you create better job descriptions and ads as well as reduce the costs and time spent chasing the wrong applicants. Instead, the best ones will come to you.

To define your optimal candidate, look at your current employees. Make a list of their qualities and skills you most admire — especially from those within the department you’re hiring for — and talk to managers and supervisors about what they’d like to see in a new hire.

3.   Craft a powerful message

For the most part, a recruitment campaign is just like any other of your marketing campaigns because you’re selling the same thing: yourself. However, this time you’re marketing your brand by conveying your employee value proposition instead of selling a product or service.

 By turning what applicants want to hear and what you have to offer (innovative tech, excellent benefits, etc.) into powerful messaging, you can demonstrate you know the market, encourage candidate engagement, and find ideal options.

4.   Choose the right platforms

Since over 4.26 billion people worldwide use social media, it’s critical you place your recruitment campaign on platforms like Twitter, LinkedIn, and Facebook. This allows a large pool of prospective candidates to find, read, and apply to your job ad.

To determine the best social channels for your campaign, reference your ideal candidate profile. Defining your target candidate first will help you establish which social media platforms they use the most for optimal ad views and engagement. 

All in all, building an effective recruitment campaign involves doing the proper planning and research. The more you know about your ideal candidate, the better you can design and publish ads that will target and speak to them.

If you need help creating a truly dynamic recruitment campaign, reach out to Power Marketing. We’ve been major players in the ad industry for over 20 years and know exactly how to build campaigns that will find you stellar candidates and employees.