Digital Marketing Strategy Plan for XXL Recruitment/ Talent Acquisition.
We need to market our recruiting business to two groups: potential clients (employers) and potential candidates (employees). These two groups must know about the agency so that we can generate more job orders, candidates, and income.
We have to create a recruitment agency digital marketing strategy plan to reach these two groups. Below are marketing ideas for the recruitment agency. Each strategy can be used for both groups.
Before making a digital marketing strategy plan.
Before we can implement any of the marketing strategies, we need to know what the recruiting agency offers that others don’t. What makes the agency unique? Why should someone choose our agency, instead of another recruiting agency.
The messaging we put out, should reflect the uniqueness of the firm. Otherwise, we’ll look like every other recruiting business. We have to make the business stand out.
Digital Marketing Strategies for a recruiting agency.
After we’ve determined why people should choose our recruiting services, then we can build the marketing plan. Below are 5 digital marketing strategies for the 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. Our 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 we already have a website, we might consider a website update. It might be out of date, confusing, or lack branding.
We don’t have to manage the website on our own. Whether we need a new website or an update, a recruitment agency website design service can give us a website that fits the
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 our site and services. We should pay attention to things like page titles, headers, meta descriptions, and images.
Our website should include key text that will help the business show up in web searches. We have to include the location or service area, services, specialty areas, and job postings. If we are a recruiter in Cape Town (South Africa), that specializes in Finance positions, our site should show up when someone searches for those things.
We can add jobs to our site with recruiting software job board integration. Having job postings can help potential candidates find our site, and hopefully contact us, 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, we can use our blog to explain our 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, we need to be there, too. When we use social media, we can connect more personally with clients and candidates.
They can get to know us and our business. When we post regularly and frequently in front of our followers, then they are reminded of us and our business.
We can use social media to find out more about potential clients and candidates. We can see their interests. This can give us a leg up when using social media for recruiting candidates or closing deals with clients.
If we’re willing to pay for it, we can create social media ads. These are targeted ads that put our business in front of the audience we select. Social media ads can put our business right in front of job seekers and hiring managers.
3. Reconnect with Past Business Relationships.
When we market our recruiting business, we can’t forget previous clients and unplaced candidates. We’ve to send these people a gentle reminder that we are still available to serve them. Let them know how we can help.
For candidates in our recruiting database who we haven’t placed yet, we’ve to send them our current job openings. We might email jobs list with additional information about applications and interview skills.
For previous clients – periodically check in, to see how you can help them. Reminding them of our services. Share some of our other placement successes.
4. Create Resources.
We’ve to share our knowledge to get the attention of potential clients and candidates. We can make recruiting webinars, videos, blog posts, e-books, brochures, or other documents. Sharing the resources through email, social media, or another method.
The resources don’t have to be complex. We can simply write out our expert knowledge. We might talk about interview questions, how to choose a good candidate, or interview etiquette. Our resources will show that we are an authority that can be turned to for recruiting help.
5. Show Off.
It’s alright to show off our skills and successes, especially if it helps our marketing efforts. Our accomplishments might be what some clients and candidates are looking for.
We’ve to share our qualifications, certifications, and professional skills. Mentioning any award we’ve won. Show links to any media coverage where we were used as expert sources. Talking about past placement successes. Asking previous clients and candidates to share testimonials. All this shows that we are a knowledgeable recruiter who can be trusted.
We can put our achievements and skills on our website. Sharing successes on social media when they happen. We can also highlight items in our email signature or the main part of an email.
Mr. Daniel Mogale