What are the most effective types of content for different stages of the candidate journey?

Awareness Stage: Use employer branding content, such as videos and social media posts, to showcase company culture and values. Share industry insights and trends through thought leadership articles to attract potential candidates and position your company as an attractive place to work. Consideration Stage: Provide detailed job descriptions and highlight employee stories and career progression to help candidates evaluate if they’re a good fit. Offer insights into the company's work environment and growth opportunities. Application Stage: Offer clear guides and FAQs about the application process to assist candidates. Use interactive content like application checklists to simplify the process, engage candidates, and address common concerns.

é fundamental adotar estratégias de conteúdo. Na fase inicial, é importante enfatizar a cultura da empresa por meio de publica??es nas redes sociais. Ao despertar interesse, é essencial cativar tendo uma abordagem transparente e objetiva. Facilite o processo de inscri??o com páginas de carreira mais dinamicas. Durante a avalia??o, ofere?a recursos para auxiliar nas entrevistas. Após a contrata??o, avalie a experiência do candidato, ou?a-o atentamente e forne?a depoimentos calorosos e informa??es práticas. No período pós-contrata??o, mantenha o engajamento por meio da integra??o e atualiza??es internas. Adaptar o conteúdo em cada etapa contribui para uma experiência completa e relevante.

At the awareness stage, blog posts, social media updates, and industry articles can attract candidates by showcasing your company culture and values. During the consideration stage, detailed job descriptions, employee testimonials, and video tours of the workplace help candidates understand the role and environment better. At the decision stage, offering in-depth interviews, case studies, and information on career development opportunities can persuade candidates to join. Finally, onboarding content such as welcome emails, training materials, and orientation videos ensure a smooth transition for new hires.

Selon la taille de votre entreprise, je vous recommande de définir maximum 5 personas candidats afin de ne pas noyer vos lecteurs d'une cible à une autre. L'idéal étant de pouvoir vous répartir 2/3 personas par profil (de recruteurs).

In the early stages, captivating social media posts and insightful blogs introduce potential candidates to the company culture. As interest grows, deeper content like employee testimonials and case studies shed light on the workplace ethos, aiding decision-making. When candidates are ready to apply, clear job descriptions, virtual tours, and engaging benefits information streamline the process. After applying, personalized messages, follow-up emails, and insights into the interview process keep candidates engaged, ensuring a fulfilling journey from discovery to employment.

Privilégiez des formats TOFU (Top of the Funnel / grand public) pour vous faire conna?tre. Les vidéos, les articles, les posts sur des sujets généraux sont idéaux. Vous affinerez ensuite le type de contenus proposé, tout au long du tunnel de conversion des inconnus attirés... à candidats.

For the first stage of the candidate journey, we have awareness and interest. How do we do that? I'll give a practical and real example from Kaufland Romania. We have a complex strategy and use several communication channels to reach candidates and raise their interest. Some examples here: - Dedicated materials on Facebook and LinkedIn about available jobs, benefits etc. - Videos on Social Media (TikTok, LinkedIn, Facebook, Instagram, YouTube) with employees talking about their work. They have become ambassadors for the company, also talking about the job in their inner circle. - Offline materials placed in cities and key points where we need colleagues. - Dedicated activities at local and national events, sports events or festivals.

Your content needs to be eye-catching and relevant, but the main focus should be on quality. High-quality content grabs attention but also builds credibility and trust with potential candidates. When creating blogs, podcasts, or videos, ensure that the information you share is insightful, well-researched, and reflective of your company’s values. It's important to offer real value to your audience - whether it's through actionable tips, thought-provoking discussions, or inspiring stories that resonate with their career aspirations. Additionally, consistency is key. Regularly updating your content ensures that your brand stays top of mind for job seekers, while also demonstrating that your company is active and constantly evolving.

You need to know your business and their strategic goals; this will then help you create authentic content which will resonate with your audience. Having the support from your colleagues where they are sharing their career journeys and experience on social media encourages other colleagues to get involved. The result, in my experience is better and value-added conversations with candidates. Don’t be afraid of trying something new to reach wider audiences.

Personal branding for recruiters is your competitive advantage.?? There’s 3 types of content that work great to build relationships and trust with candidates. 1. Candidate tips / advice. Answer common pain points candidates have. (E.g Interview or CV tips.) 2. Personal posts. Tell people about yourself, why you do what you do. (This makes you relatable and humanises you as a recruiter.) 3. Your wins. Share successful placements / kind words from past candidates that are now in their dream role. Ultimately posting content keeps you top of mind. When someone is looking for a job, they will automatically think of you as you’ve been priming them with your content. You will be the go-to recruiter to help them find that role they want.

- Develop case studies highlighting how your solution has helped others achieve their goals. - Showcase success stories, including measurable results and testimonials from satisfied customers. - Offer free trials to allow prospects to experience features and functionalities firsthand. - Highlight key benefits and unique selling points that differentiate your solution. - Create comparison guides that compare your solution with competitors' offerings. - Highlight key features, pricing, customer reviews, and other factors to help prospects make informed decisions. - Develop interactive content such as quizzes, assessments, or calculators that help prospects evaluate their needs and determine the best solution for their organization.

In recruitment marketing, nurturing candidate consideration and preference is vital. 1. Host interactive webinars on industry trends and best practices, engaging candidates with relevant topics. 2. Create informative ebooks showcasing your company's expertise and success in the industry. 3. Develop case studies that highlight impactful results and real-world solutions provided by your company. 4. Tailor content to various candidate segments, ensuring relevance and personalized engagement. 5. Leverage social media and blogs to distribute and amplify your webinars, ebooks, and case studies, enhancing engagement and employer branding.

By embracing the concept of over-giving in your recruitment marketing strategy, you're not just providing potential candidates with valuable resources; you're going above and beyond to create a memorable and impactful experience. Over-giving means offering more value than expected—whether through webinars that dive deep into industry trends, ebooks packed with actionable insights, or case studies that showcase real-world success stories. This approach builds trust, fosters goodwill, and sets your company apart as one that genuinely cares about the growth and success of its future employees. When candidates receive more than they anticipated, they’re more likely to view your co. as a generous, forward-thinking place to build their careers.

Ensure your landing pages prominently display job openings, detailed requirements, and the unique benefits of working at your organization. Use clear headings, concise descriptions, and engaging visuals to capture candidates' attention. Create strong, actionable buttons such as "Apply Now," "Join Our Talent Pool," or "Request More Information." Make sure these buttons are easily visible and strategically placed throughout the page. Use short, user-friendly forms to collect essential information. Avoid lengthy applications that might deter candidates. Focus on gathering key details such as contact information, resume, and cover letter.

One thing to consider as you weigh content strategy along the candidate journey is how to reduce any regrettable candidate attrition (read: "ghosting"). With many interview processes involving multiple interviews and as job seekers are likely interviewing with other firms simultaneously, it is easy for companies to lose the interest of candidates due to sheer interview/application fatigue or being outcompeted by another firm. Generate takeaways that can be delivered after each interview to keep candidates engaged and excited about your organization during the interview process. This can be in the form of benefits overviews, one-pagers on company culture, video testimonials, or introductions of members of the team they're applying to.

Every career site should have a chatbot. Most organizations, especially staffing firms, should have the ability for candidates to schedule a time to talk with a recruiter. As part of my employer branding initiatives, I gather the feedback from review sites and address them head-on. If we have a bad review (my team will have of course already posted a direct response with facts that have been deliberated and shared with senior executives), but we will use that to make content. For example - we know many our reviews say there isn't a good work-life balance, but we implemented four mandatory mental health days. We also encourage employees to utilize flex time -if you have to start work at 6 a.m. tomorrow, please end your day at 2 p.m.

Actualmente, tengo una plantilla de excel que genera mensajes personalizados a mis candidatos en distintas etapas con la API de whatsApp. El acompa?amiento de los candidatos es importante, tales como: 1) Seguimiento a la agenda. 2) Recomendaciones y Tips para la entrevista. 3) Recordatorios. 4) Feedback.

A smooth, easy application process is key to getting candidates to take action. When people hit your landing pages, they should find a simple, intuitive path to apply or join your talent pool. If the process is too long or complicated, it can turn them off, leading to frustration and even giving up on the application altogether. By keeping forms straightforward and using chatbots to assist, you make it easy for candidates to apply quickly and confidently. This not only increases your conversion rates but also shows that your company values their time, making it more likely they'll stick around to see what you have to offer.