You need to market your recruiting business to two groups: potential clients (employers) and potential candidates (employees). These two groups must know about the agency so that I can generate more job orders, candidates, and income.
I have to create a recruitment agency marketing plan to reach these two groups. Below are marketing ideas for my recruitment agency. Each strategy can be used for both groups; I’ll just have to tailor the messaging, depending on the context.
Before making a marketing plan.
Before I can implement any of the marketing strategies, I need to know what my recruiting agency offers that others don’t. What makes the agency unique? Why should someone choose my agency, instead of another recruiting agency.
The messaging I put out, should reflect the uniqueness of the firm. Otherwise, I’ll look like every other recruiting business. I have to make the business stand out.
Marketing strategies for recruiting agencies.
After I’ve determined why people should choose my recruiting services, then I can build the marketing plan. Below are five marketing strategies for my recruiting agency.
1. Start (or Update) the Website.
When people need to find something, like a business, they head to the nearest computer (Internet device), and do a web search. The first few results that pop up are the winners that get attention.
Every business should have a website, including the recruiting business. My firm must show up when someone searches for jobs or recruiting services.
If there is no website, it’s past time to get one. If I already have a website, I might consider a website update. It might be out of date, confusing, or lack branding.
I don’t have to manage the website on my own. Whether I need a new website or an update, a recruitment agency website design service can give me a website that fits my
industry. Search Engine Optimization (SEO) is an important part of any website. It’s especially crucial to have On-Page SEO for recruiting websites.
Taking advantage of SEO for recruiters will help people find my site and services. I should pay attention to things like page titles, headers, meta descriptions, and images.
My website should include key text that will help my business show up in web searches. I have to include my location or service area, services, specialty areas, and job postings. If I’m a recruiter in Cape Town, who specializes in Finance positions, my site should show up when someone searches for those things.
I can add jobs to my site with recruiting software job board integration. Having job postings can help potential candidates find my site, and hopefully contact me, even if they don’t fit in a current position.
Having a recruiting blog can keep the website relevant. A blog gives more opportunities for the website to show up in searches. And, I can use my blog to explain my services, provide resources for clients and candidates, and teach people how they can solve their pain points.
2. Using Social Media.
South Africa has the following social media platform users:
Facebook 27 million, YouTube 24 million, Instagram 10 million,
Twitter 9.3 million, TikTok 9 million, LinkedIn 8.4 million,
SnapChat 7 million.
With so many people on social media, I need to be there, too. When I use social media, I can connect more personally with clients and candidates.
They can get to know me and my business. When I post regularly and frequently in front of my followers, they are reminded of me and my business.
I can use social media to find out more about potential clients and candidates. I can see their interests. This can give me a leg up when using social media for recruiting candidates or closing deals with clients.
If you’re willing to pay for it, you can create social media ads. These are targeted ads that put your business in front of the audience you select. Social media ads can put your business right in front of job seekers and hiring managers.
3. Reconnect with Past Business Relationships.
When you market your recruiting business, don’t forget previous clients and unplaced candidates. Send these people a gentle reminder that you are still available to serve them. Let them know how you can help.
For candidates in your recruiting database who you haven’t placed yet, send them your current job openings. You might email a jobs list with additional information about applications and interview skills.
For previous clients, periodically check in, to see how you can help them. Remind them of your services. Share some of your other placement successes.
4. Create Resources.
Share your knowledge to get the attention of potential clients and candidates. You can make recruiting webinars, videos, blog posts, e-books, brochures, or other documents. Share the resources through email, social media, or another method.
The resources don’t have to be complex. You can simply write out your expert knowledge. You might talk about interview questions, how to choose a good candidate, or interview etiquette. Your resources will show that you are an authority that can be turned to for recruiting help.
5. Show Off.
It’s alright to show off your skills and successes, especially if it helps your marketing efforts. Your accomplishments might be what some clients and candidates are looking for.
Share your qualifications, certifications, and professional skills. Mention any awards you’ve won. Link to any media coverage where you were used as an expert source. Talk about past placement successes. Ask previous clients and candidates to share testimonials. All this shows you are a knowledgeable recruiter who can be trusted.
You can put your achievements and skills on your website. Share successes on social media when they happen. You can also highlight items in your email signature or the main part of an email.