How do you create a content calendar and editorial plan for your recruitment campaign?

To create a content calendar and editorial plan for your recruitment campaign, first identify your target audience and key messaging. Map out content themes aligned with recruitment goals, such as job postings, employee testimonials, or industry insights. Schedule content consistently across platforms, considering peak engagement times. Finally, track performance to refine and optimize future content.

Define Campaign Objectives: Clearly outline the goals and objectives of your recruitment campaign, such as attracting top talent, increasing brand awareness, or promoting specific job openings. Determine Content Themes and Formats: Brainstorm content ideas and themes that align with your campaign objectives and resonate with your target audience. Consider a mix of content formats such as blog posts, videos, infographics, and social media posts. Develop a content calendar outlining the topics, publishing dates, and distribution channels. Workflow and Collaboration: Assign roles and responsibilities to team members involved in content creation, including writers, designers, and social media managers. Set deadlines and establish workflows.

Start by taking a look at the current channels your using, what platforms have driven candidate engagement in the past and how you share content on these channels. Then take a look at what the competition is doing - where are your competitors that you are not? Does it make sense for you to start posting on these channels or platforms? It's always helpful to benchmark against your talent competitors to understand what makes your organization stand out.

Ultimately, content and editorial calendar have to drive more candidate engagement that leads to effective hiring. However, knowing what your organization needs to catch up on is essential. Why are the recruitment numbers struggling? Is it a brand issue, is it reputation, is it a clear value proposition, is it that you are marketing to an incorrect persona audience? Are your competitors doing a better job at it? Are you lacking a content strategy where your content is not built for specific channels? I think an audit is important before you begin.

It's important to remember that Employer Brand work is 'top of the funnel' activation - your focus is on building brand awareness and engaging talent. Recruitment Marketing initiatives (that are tied into specific campaigns and roles) will have a more results-driven focus. I've used Google Analytics to determine ROI of these campaigns with direct integration into our ATS.

Aligning the content calendar with a recruitment campaign is like building a house brick by brick. It is important to understand the candidate's journey when planning the content. Each piece of content serves as a foundational brick, contributing to the overall structure and integrity of the campaign. Just as a builder carefully plans the placement and sequence of each brick to ensure sturdy and cohesive construction, the content calendar maps out the timing and themes of each piece of content to guide candidates through the recruitment journey. Brand awareness to lead generation KPIs should be established and measured to engage with candidates.

Initially, the goals should be input-based. It takes reps to develop the skill of content creation and employer branding. If you're starting from 0 go for 1 post a week and work your way to 1 post per day in the working week on LinkedIn.

There are no separate goals/KPIs for your content. Everything you do should contribute to the main goals and metrics of the employer branding direction. If your goal is to attract talents, build a funnel and track the total reach and number of candidates hired through the EB channels. If your goal is to improve awareness, organize surveys among your target audience and measure NPS. Content is the cornerstone of your strategy. Adapt it accordingly.

Recruiting KPIs are specific metrics that help you measure the effectiveness of your hiring process and your recruiting team. KPIs use data to provide insights into how close (or far) you are from reaching your recruiting goals and helps you make more strategic decisions about where to allocate your time and money. Aligning KPIs means that all KPIs or performance measures within an organisation correctly relate to one another, and to the things that matter most for the organisation, like its strategy and purpose.

- Create a matrix of topics and potential content and map it to the channels. - Then, map the topic and content to the candidate's journey. - Identify if there are gaps in this mapping structure also be careful not to overcommunicate. Mapping topics and channels to the candidate recruitment journey is akin to planning a cross-country road trip with a detailed map. Just as a road trip requires careful navigation to reach the destination efficiently, mapping topics and channels involves strategically guiding candidates through the recruitment journey. Imagine each stage of the candidate journey as a stop along the route, with specific content topics serving as landmarks and communication channels acting as roads to reach them.

Craft your content castle ?? 1. Define Your Goal: What do you want to achieve? Raise brand awareness? Attract top talent? 2. Know Your Audience: Who are you trying to reach? Tailor your message to their interests. 3. Choose Your Platform: Podcasts, videos, events - pick the channel that best suits your content and audience. 4. Craft Engaging Content: Make it informative, valuable, and entertaining to capture attention. 5. Promote & Track Results: Get your content out there and measure its success to see what resonates. You got this ??

Content-Kalender sollten Sie unbedingt segmentieren nach verschiedenen Plattformen, auf denen Sie Ihre Inhalte ausspielen. Je nach erreichbarer Zielgruppen nutzen Sie andere Social Media Plattformen. Gleiches gilt für die Aufbereitung der Contents selbst: W?hrend auf YouTube z.B. lange Videoformate passend sind, werden Sie auf TikTok vorwiegend mit kurzen TikToks erfolgreich sein.

I like to find out what more target audience struggles with before creating content. We host webinars and candidate focus groups and then base our content ideas on the questions being asked. That way we can get super targeted and specific.

Identifique seu público-alvo: Quem s?o os candidatos ideais que você deseja atrair? Defina as personas de recrutamento com base nas habilidades, experiência e características demográficas que você está procurando. Crie um calendário editorial: Utilize uma ferramenta como um calendário do Google ou um software de gerenciamento de projetos para criar um calendário editorial. Estabele?a datas para cada pe?a de conteúdo que você planeja criar, incluindo postagens em mídias sociais, blogs, vídeos, webinars, entre outros.

Here’s a powerful AI prompt: Please create a content calender for X podcast. Include content title, topic, format, channel, platform, date, time, status, and owner. What HR prompts are you using? And… what are your top 3 favorites? ??

A lot of employers try creating content on a small scale but then turn around and say this doesn't work. On LinkedIn because of the way the algorithm works we should be aiming for a post a day + engaging with all the comments and if you have even more time, the likes as well. It's not about posting and ghosting any more.

Nutzen Sie Tools, auf die alle Beteiligten online zugreifen k?nnen. Excel-Tabellen, die offline auf Laufwerken liegen, eignen sich in der Regel weniger. Geben Sie aber für entsprechende Software keine gro?en Summen aus - investieren Sie das Geld lieber in den Content selbst.

La marca empleadora apalanca el calendario de contenidos, aprovechando esta herramienta para mejorar la imagen de la empresa como empleador, atraer candidatos calificados y facilitando el proceso de reclutamiento y seleccion.

Diversifique os tipos de conteúdo: Varie os tipos de conteúdo que você produzirá para manter o interesse do seu público. Isso pode incluir artigos informativos sobre a cultura da empresa, vídeos de funcionários compartilhando suas experiências, infográficos com dados relevantes do setor, entre outros.

Planning is great but what often wins on social is reacting. Having a steady stream of content planned and scheduled makes sense but over time this will fall flat if the content is disconnected from what is actually going on. Plan ahead but be ready to adapt and react to the important topics of the moment.

Having an editorial plan is quite crucial for the strategic execution of your content. Sure, you can get by without it and post more randomly and I have personally seen many examples of that. However, you end in a situation, where either you're just throwing spaghetti on a wall, hoping for something to stick, or suddenly all your business starts to evolve around content creation. Yes, content is VERY important, but unless you're a marketing agency, it's not the core of your business. Planning your content ahead gives you a strategic advantage; you will start looking at your content as a whole and gain a new perspective. e.g. instead of creating an article on a certain topic, You can choose to create a 4-part series on that same topic.

Planeje a distribui??o do conteúdo: Determine os canais de distribui??o que você usará para alcan?ar seu público-alvo, como seu site, redes sociais, boletins informativos por e-mail, plataformas de recrutamento, etc. Estabele?a um cronograma de publica??o: Defina a frequência com que você publicará novo conteúdo em cada canal. Isso pode variar dependendo do canal e do tipo de conteúdo. Por exemplo, você pode postar em mídias sociais diariamente, enquanto publica um novo post no blog semanalmente.

You can use OKRs to track and measure performance. Fun fact: OKRs were first used by Google! ?? Objectives and Key Results (OKRs) help align goals and track outcomes. Objectives are the "what" you aim to achieve, and Key Results are the "how" you measure success. Here's how to do it: Define Clear Objectives: - Ambitious and Inspirational: Set objectives that push you (and your team if you're a manager) to excel. - Clear and Concise: Ensure everyone understands the objective. Develop Measurable Key Results: - Quantifiable: Use numbers to track progress. - Specific and Time-bound: Clearly define what success looks like and by when. - Aligned with Company Goals: Ensure your OKRs align with the overall mission and vision of the organization.

One of the most essential tools for content performance measurement is analytics. Use Analytics tools which can help you collect and analyse data on how your audience interacts with your content, such as page views, bounce rate, time on page, conversions, and more. Do content performance benchmarking, use process of comparing your content's results against a standard, such as your competitors, your industry, or your own goals. It helps you identify your strengths and weaknesses, optimize your strategy, and measure your progress.

Ditch the recruitment scramble! A content calendar and editorial plan keeps your messaging consistent and targeted, streamline your team's workflow, and provide data to optimize your recruitment efforts. This strategic approach positions you as a thoughtful employer, attracting top talent and giving you a competitive edge. Let me know if you try it :)

Redaktionspl?ne für Content sind vor allem im Corporate Communication bzw. engeren Recruiting- und Personalmarketing-Umfeld sinnvoll. Arbeiten Sie im Unternehmen mit Corporate Influencern, sollten diese selbst für sich individuelle Pl?ne erstellen und nicht unbedingt zentral nach einem gemeinsamen Plan vorgehen. Keinesfalls sollten Sie eine zentrale Steuerung dabei vornehmen, da auch die Content-Pl?ne so individuell sein sollten, wie die Personen der Corporate Influencer.