Advertisement plan for Recruitment

An advertising plan for recruitment is?a blueprint for how we will use advertising to promote our business and reach new Candidates. Having a plan ensures that our company's advertising money is spent well and that our advertising reaches the correct audience.

POPULAR RECRUITMENT TECHNIQUES

1. ·?????Recruiting internally.
2. ·?????Advertising externally.
3. ·?????Print advertising.
4. ·?????Web advertising.
5. ·?????Social media.
6. ·?????Talent search.
7. ·?????Using recruitment agencies.

We need to promote our employer brand with the use of marketing methodologies throughout the?recruitment life cycle?to attract, engage and nurture relationships with qualified talent.

Let’s break that down a bit. There are four stages to the recruitment marketing funnel.

STAGES OF ADVERTISING PLAN FOR RECRUITMENT

1. SET GOALS

There’s no point in developing a recruitment marketing strategy if you don’t have goals to measure your progress and adjust tactics along the way. Determine what it is that we want to accomplish put them down in writing and establish a goal timeline with metrics to match.

?2. DEFINE ROLES

Well-defined roles will set our hiring process and candidates up for success.?Specific criteria help candidates determine their level of qualification and understand the expectations for the position before they apply, thus saving you time sifting through applications and candidates time applying for jobs they’re qualified for.

3. ESTABLISH TARGET CANDIDATES

We need to consider the ideal candidate persona we need to fill the role and add to our team dynamic. The entire hiring team and team members who will interact closely with the candidate should be consulted on who their?target candidate?is and what attributes to look for in the application process.

4. IDENTIFY CHANNELS

Establishing target candidates will also help you determine where you will find them and how to attract them. Consider their background, experience, and demographics and do some research on where those target candidates spend their free time on and offline.

While some candidates may be social media addicts, others may prefer attending in-person events for networking and career growth. You’ll want to closely track which channels attract the best candidates so that you can adjust your resource allocation.

?5. ALLOCATE RESOURCES

Regardless of our company size and experience, we’ve got limited resources, especially when it comes to recruitment marketing campaigns. Steps one through four should help us get started with where and for whom we are marketing?and now it's time to pinch the pennies.

Our marketing team can provide some insight into where their marketing efforts are successful, whether they be paid or organic, and if they utilized more in-house or out-of-house resources. Closely document where, how, and when we utilize resources so that you can adjust along the way.

6. CREATE A CONTENT CALENDAR

Regardless of the trending medium, the quality of the content we create will have the highest impact on our employer brand and the people interested in our company. However, we decide to allocate resources, a large portion of it should be toward content creation. Creating quality content takes a lot of time and effort, so you’ll need to create a content calendar with assignments and deadlines for our team.