Recruitment and selection have always been important aspects of any company for many years and are constantly evolving. In 2023, it will be even more important to find creative ways to attract talent. Attracting the right candidates is crucial to the success of an organization.
This means that “Recruiters”, business owners and HR professionals will have to use marketing techniques to promote their vacancies and find the right candidates. But how do you ensure that you attract the best candidates in the current social-economic climate? In this blog we share 7 tips for recruiting in 2023 and the important role that marketing plays in this topic.
1. Build a strong employer brand
Nowadays it’s important to build a strong employer brand. This is the image that potential candidates have of your company as an employer. By building a strong employer brand, you attract the right candidates and increase the involvement of your current employees. By using marketing techniques such as social media and video marketing you can build a strong employer brand and distinguish yourself from other companies.
In order not only to attract the right candidates, but also to continue to bind them to your organization in the longer term, you will have to promote your values and as a company. Every stage of the hiring process and the onboarding of the new employee(s) will have to match your value proposition.
Think especially of values that highlight how you as a company deal with current topics such as Inclusion, the environment, “work-life balance”, your contribution to a smaller CO² footprint, mobility, ….
2. Make use of smart and more advanced technologies (social media)
Smart technologies such as AI will increasingly be used to optimise recruitment and selection. These technologies can help streamline the selection process and increase the probability of hiring the right candidate. By using these technologies, you can save time and recruit more efficiently.
Social media can no longer be ignored in recruitment and selection. Social media is a powerful marketing tool to reach and attract potential candidates.
Use different (social media) channels such as LinkedIn, Instagram and Facebook to promote your company and open vacancies. If your recruitment target group is Generation Z, TikTok might be a more interesting channel to get your message to the right target group. Always choose the right channel in function of the candidates you wish to reach, but do not limit yourself to social media alone, a multi-channel approach seems to be the most appropriate here.
3. Make use of video’s
Due to the use of many digital technologies we live in a mainly visual society, therefore videos will play an important role in recruitment. Videos can convey the company culture and atmosphere discussed in point 1 and give candidates an idea of what it is like to work for your company. For example, make a company video in which employees talk about their experiences within the company. Satisfied employees are your best ambassadors, by the way. You can already give your potential new employee an idea of which nice colleagues he/she will work with.
4. Personalize your communication
These days it is important to personalize your communication. Potential candidates receive countless messages every day, so it’s important to stand out. By sending personalized messages and content, such as videos and blogs focused on the interests of the candidate, you increase the chance that they will feel connected to your company and apply.
Put yourself in the candidate’s shoes and make sure you respond to their questions and comments. This can be done, for example, via social media, chatbots or e-mails. Show that you are involved and interested in what the candidate is looking for in a job.
5. Offer flexibility
Candidates will likely be increasingly looking for flexible work arrangements. This means that employers must offer flexible working hours, the ability to work from home and other flexible working options. As an employer, make sure you offer the flexibility that candidates are looking for.
6. Provide a good “candidate experience”
Just as when promoting your services and/or products you ensure a correct “Customer Experience”, it is also important to ensure a good “Candidate Experience”. This means making sure the application process runs smoothly and that candidates feel valued. By offering a good “Candidate Experience”, you increase the chance that candidates will ultimately choose your company.
7. Measure your success
As with any marketing campaign, it is crucial to measure the success of your recruitment campaigns. By using advanced analysis tools you can map and optimize the success of your campaigns. This allows you to continuously improve your recruitment strategy and achieve even better results, but above all you will be able to quickly decide through which channel or message you will attract fewer candidates. This will prevent you from spending too much money on a particular channel for too long, which will ultimately not bring you the right new employees.
Conclusion: Marketing and recruitment are increasingly connected when it comes to recruiting. For example, by working together you can use the power of content marketing to attract talent. Work with the marketing department to reach the right audiences and get the message across.
In 2023, recruitment will change even more than it already does. By using advanced technology, personalized communication, a strong Employer brand, a positive candidate experience, data analysis and cooperation with marketing, you can attract talent and bind it to your organization.
Keep up to date with the latest developments and adjust your recruitment strategy to be successful in the future.
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