How can you use digital channels to recruit faculty members?

1 Create a strong employer brand

Your employer brand is the reputation and image that you have as an employer, and it influences how candidates perceive and evaluate your institution. To create a strong employer brand, you need to communicate your mission, vision, values, culture, and benefits clearly and consistently across your digital channels, such as your website, social media, email, and online ads. You also need to showcase your achievements, impact, and opportunities for growth and development. Use testimonials, stories, videos, and photos to highlight the experiences and successes of your current faculty members and alumni.

2 Optimize your career site

Your career site is the main destination for candidates who are interested in working for you, and it should provide them with all the information and resources they need to apply. To optimize your career site, you need to make sure that it is user-friendly, mobile-responsive, and SEO-friendly. You also need to create engaging and informative job descriptions that highlight the requirements, responsibilities, and benefits of each faculty position. Include clear and compelling calls to action that encourage candidates to submit their applications or contact you for more information.

3 Leverage social media

Social media is a powerful tool to reach and engage with potential faculty members, especially those who are passive or not actively looking for a job. You can use social media to share your employer brand content, promote your job openings, and showcase your campus life and events. You can also use social media to interact with candidates, answer their questions, and solicit their feedback. Additionally, you can use social media to build and nurture relationships with influencers, such as industry experts, thought leaders, and alumni, who can endorse your institution and refer candidates to you.

4 Use email marketing

Email marketing is a cost-effective and personalized way to communicate with candidates throughout the recruitment process. You can use email marketing to send targeted and relevant messages to different segments of your talent pool, such as prospects, applicants, finalists, and hires. You can also use email marketing to provide updates, reminders, confirmations, and feedback to candidates. Moreover, you can use email marketing to nurture and retain your candidates, by sending them useful content, tips, invitations, and offers that keep them interested and engaged with your institution.

5 Track and measure your results

To improve your digital recruitment strategy, you need to track and measure your results and performance. You need to use analytics tools and metrics to monitor and evaluate your digital channels, such as your website traffic, social media engagement, email open and click rates, and online ad conversions. You also need to measure your recruitment outcomes, such as your application rate, quality of hire, time to hire, and retention rate. By tracking and measuring your results, you can identify your strengths and weaknesses, and adjust your strategy accordingly.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?