Recruitment Branding Plan for Successful Talent Funnel

RB / RM Planning for successful Talent Funnel

After the last 24 months hiring & retention challenge faced by IT industry, it's time to review your strategies and ensure your success no matter what the circumstances.?

Whatever your role in Recruitment Marketing, Employer / Recruitment Branding, Talent Acquisition or Human Resources, you need to build blueprint to create a professional, agile Recruitment Marketing plan for the year that you can present to your leadership to gain the support you need and make a difference in the upcoming hiring goal for the year ahead.

??????Creating Specific Goal:?Before you start your recruitment marketing/ branding goal you should get an answer for, what the TA goals are for this year?

The first step to creating your Recruitment Branding /Marketing plan is to align your priorities with the Talent Acquisition goals. If you miss this key step, you might not be focusing on what’s important to the business and risk not making the impact you want to create.

Just knowing the target number of hires required by organization is a great place to begin, although be prepared for shifting goals, given today’s market is volatile. With TA goals in hand, you’ll start to define your Recruitment Branding/ Marketing goals. Ask yourself these two important questions:

1. What specifically will I do in 2022 to help our team achieve goal X or to make X hires?
2. What should I be doing now to strengthen our talent attraction and engagement capabilities going forward?

Using the S.M.A.R.T. goals method is an effective way to frame your approach. Here's how “smart” works:

• Specific – Recruitment Branding/ Marketing to drive 1,000 applicants*
• Measurable – Resulting in 100 hires; also note that this goal comprises 40% of the total Recruitment Branding/ Marketing focus in Q1
• Actionable – drive applicants and add leads
• Relevant – supports TA Goal #1, which is aligned to business needs for the year
• Time-bound – commitment to achieve in Q1

To implement your Recruitment Branding / Marketing goals, you need to conduct activities that are a combination of Webinars/Programs/ College Connects and Internship Projects.

What’s an example of a Recruitment Branding/ Marketing Activities?

Recruitment Branding/ Marketing program will be ongoing throughout the year to support TA and corporate goals (often comprising multiple campaigns) or campaigns or initiatives to support specific business units or locations or hiring objectives which should happen regularly (direct or through online).

Remember that not everything you do will result in an applicant or a new hire immediately. (It’s a good idea to remind others of that too) Attracting talent and marketing your employer brand is an investment, and you’re in it for the long term. Should design and deliver activities which can give various outcomes, such as increasing visitors to your careers site, greater engagement on your social channels, new contacts in your talent network, lower-cost applications or a more diverse slates of candidates for your hiring managers.

Channels Using for Recruitment Branding/ Marketing Program: Another Essential factor in reaching the target audience and engage them towards your organization.

The Important channels includes;

• Careers site / landing pages / microsites / blog – your careers page and unique pages and sites you create to support your programs and campaigns and attract talent searching online
• Social media – not all may be appropriate for your brand; if you’re solo, focus on 1-2 channels and do them well rather than spread yourself thin
• Job boards / advertising – postings, sponsored posts, digital ads, programmatic job advertising, distribution to Google for Jobs and Facebook
• Talent communities – company profile and job postings on GitHub, Glassdoor, LinkedIn, Stack Overflow, dribble.com etc.
• Events – in person, virtual and through sites like Indeed / LinkedIn / Youtube and Facebook
• Referrals – by employees, alumni, customers and partners

Most practitioners will use a mix of dedicated and shared channels. Sharing channels has implications for branding and content.

Branding – coordinate with your internal design team on approved design templates and brand guidelines, so that you can move faster and not have to get internal review /approval each time

Content – the more people who like, watch, comment, share, open, click and generally engage with your content, the farther that platform’s algorithm will push the content and future content you publish. Know what types of content engages your talent audience the most, and how that may be different per channel and candidate persona, to do your part to boost channel reach and performance.

What & Where to Focus in your Recruitment Branding/ Marketing?

1. Employer Branding – Ensure your message is authentic and on target to attract candidates who fit

• Uncover your employer value proposition (EVP) through understanding your employee experience, and translate that into up-to-date Employer Branding messaging.
• Define your candidate personas and then tap into talent communities with your branded recruiting content to attract the right candidates.

?2.?????Recruiter Enablement – Empower your team with content and tools

• ?Align your activities to what the recruiting team needs to build pipeline, get an interview, persuade a candidate to accept an offer and reduce no-shows.

?3.??Candidate Experience – Personalize and humanize your Candidate Experience

• Map the candidate journey from awareness to hire, create content to influence that journey, improve candidate communications, and eliminate or reduce friction in the candidate experience and apply process.
• ?Upgrade your careers site platform to deliver a user-friendly, personalized experience with dynamic content, job recommendations, predictive search, visual job descriptions and a chatbot, and gain greater control and flexibility to update content, add landing pages and integrate new features which can give more personalize touch in candidate experience.

If you are new Recruitment Marketing / Branding then start doing the below listed focus areas for more traction in terms of scaling up your organization brand.

???????Create / rewrite / curate content

???????Launch a careers blog

???????Get active on social media

???????Employee story videos

???????Brand Ambassadors

???????Push Your Job Descriptions

Plan Your Success: As you develop your Recruitment Marketing / Branding plan for the year, remember to stay focused on what’s most important, be realistic about the resources, budget and tools required, and continuously track, measure, analyze and report on your results to your teammates and leadership.

Stay Tuned for more insight. Please share your views or you can email me directly on [email protected]