Learn best practices in crafting an agile Recruitment Marketing plan for 2022 that will enable you to attract and recruit the talent your company needs in this tight labor market. __________________________________________
RESOURCES & LINKS:

Watch the full webinar for free: [ Ссылка ]
Rally Recruitment Marketing community: [ Ссылка ]
RallyInside.io Recruitment Marketing Analytics & Benchmarking tool: [ Ссылка ]
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SPEAKER:

Lori Sylvia
Founder & CEO, Rally Recruitment Marketing

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TRANSCRIPT:

I want to share some of my recommendations for priorities.

So if you're just getting started, there are a few areas that you really should pay attention to. One is the job descriptions.

What do they say? You know, how do they describe your company? Have you removed bias from them? Take a hard look at those job descriptions and be prepared to rewrite them.

Have a decent careers page. Even if it's not a career site, a decent careers page that is more than just listing out your jobs. I know this can be easier said than done. If you don't have a full parasite management platform, there are some ways that you can do this by creating a landing page that can be inserted on your corporate site before people get to your jobs.

So, of course you need the cooperation of Marketing to possibly do that. But you need a place to tell your company's story.

The other one is social media. You're not going to have time to do them all pick one or two that you're going to focus on and you're really going to focus on because you can't just you can't do social like half. You have to have a regular drumbeat on social. Think Through what Your core content assets are. I would recommend having Employees stories as part Of your core content assets. We know that candidates want to hear From the other people who work at your Organization.

And then Take a look right now at what's on Glassdoor indeed and other Review sites. What do they say and get into the conversation? Prepare to reply To some of the reviews, the Positive reviews and, of course, the negative reviews.

If you're Scaling Up, start to think about your employer brand. It is really becoming a best practice for companies to have defined their employee value proposition. Why should someone want to work for your organization? And that becomes like three to five key messaging pillars.

The Rest of your strategy falls from Candidate experience. Is your candidate experience consistent between going From your Your corporate site to your career site? And what does the application process look like? If posts are getting great engagement. If you have a little bit of budget, doesn't cost a lot, Consider boosting Or sponsoring some posts.

Recruiter enablement. I mentioned before having that content library that you can pull from that They can use. In their email and phone outreach. Then nurture your talent Database. some of you are sitting on Literally millions of candidate records. You've got to find a way to tap into that. It is a no cost Way to Do it.

Then always creating your content. Marketing measurement plan, not depending on spreadsheets, but having a way to track and monitor all of your efforts all the time so that you can know What's effective And Be able to report that back out to your leadership.

I mentioned some of the strategies before some of those tools that are available, along with programmatic advertising. Employee generated content Can you really ramp up your brand ambassador program And Have them start to share what their employee experience is like and then amplify that on social media.

So those would be a few ways that you can think about. Your plan This year. Again, whether you're just beginning. You're starting from a clean slate, whether you're starting to Scale Up your strategy or whether you're looking To do some things That could really innovate and help you stand out.

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