4 Keys For Recruiting Agencies To Get Past Corporate HR, WHILE Becoming The Most Relevant Choice In Their Market

As an agency recruiter, have you ever wondered why clients and candidate are engaging less and less on social media?

Notice how the things that once used to work to get clients and candidates talking are no longer as effective as they used to be?

The reason for this is the noise. 

People are consumed with messages every single day, so it is hard to capture their attention and stand out. 

The good news is that recruiting agencies can increase their engagement by becoming relevant. 

Here are the 4 keys for recruiting agencies to get past corporate HR WHILE becoming the most relevant choice in their market

Clearly Define Your Target Market 

This is the most basic thing in marketing, but yet the area I find most people falling short. Especially in the recruiting industry. The challenge I see most recruiting agencies run into is they want to be a generalist because they can fill most roles thrown their way but being a generalist for marketing purposes will lead agencies to falling on their face. The problem is recruiting agencies try to create messaging for everyone and it resonates with no one. When our audience knows that we have a message specifically for them, they are way more likely to engage and pay attention. It is impossible to cut through the noise when we are marketing to everyone but when we are marketing to a specific audience - we have a chance.

Positioning

Recruiting agencies that have a target market or niche actually have a chance to position their agency. Positioning is how a recruiting agency differentiates themselves from the competition. Essentially, it’s showing what makes them special and presenting their unfair advantage. The only way to properly do this is to know who you are trying to be special for. The majority of the agencies I work with like to position their business as an authority or leader in their specific market. This is a huge advantage now a days because people love experts and specialists. This is one of the keys for agency recruiters to get right if they want to separate their company from the rest of the recruiting agencies out there. 

Craft Your Offer

An offer is something that is new to most recruitment agencies because the old way of doing things didn’t require you to have an offer at all. So what is an offer? An offer is whatever someone is selling. Now this doesn’t have to be for money, by the way. When we talk about offers, we’re including things like lead magnets, signing up for a webinar, or actually engaging with your service. Recruiting agencies need more than one offer because they should customize their offers based on where someone is in their hiring journey. If they are in the planning stage of hiring, then recruiting agencies should share their guide with them. When they are actually in hiring mode recruiting agencies should then offer their services. Where most agencies get it wrong is they have the wrong offer at the wrong time.

Messaging

Last but not least, is messaging.  Messaging is the words that recruiting agencies use to describe their offer, what it does for their prospect, and what the outcomes are for the prospect if they take them up on their offer. Now, there is a method to this madness. Ultimately, recruiting agencies want to align their messaging with their prospects mindset, whether they’re planning to hire or actively looking for an agency recruiter. There is a lot of opportunity for recruiting agencies to get in front of  the hiring decision makers during their planning period. Here, recruiting agencies can make them aware of some of their past challenges and start providing new solutions to their flawed hiring process. This will build trust so when they see your message to work with you…. You are the most obvious choice. 

Is your #recruitingagency relevant?

Does your market know why you're special and exactly how you can help them?

If not, #agencyrecruiters have a great opportunity to jump ahead of the curve and begin the process of relevance. The reality is, the ones that don’t will be left behind because the way hiring decision makers and candidates make their decision is already changing. 

Are you ready for it?