With more people in the job market, internships are even more valuable to both workers and employers in building talent relationships and identifying strong-fitting candidates.

If you’re thinking of launching your own intern recruitment program or want to leverage your existing one more effectively as a recruitment tool, here are thirteen benefits of doing so. 

The Benefits of Hiring Interns

Build a steady pipeline of young, qualified talent

We’re big advocates for the ‘pipeline’ approach to recruiting, where you work to develop a consistent flow of candidates regardless of the volume of open roles you have. This helps you nurture ongoing relationships and stay top-of-mind for candidates, making hiring easier at any time than if you only started looking when you had an open role. 

An intern recruitment program can strongly contribute to your talent pipeline, helping you reach young, ambitious candidates ready to put their skills to work. 

The great thing about internships is that even when they don’t result in an immediate hire, they yield positive, long-lasting relationships that can benefit you in the future. After spending a few years in the workforce honing their skills, for example, many professionals return to work for companies they interned with years prior. They often make stronger candidates because they already have an inside perspective of the company’s culture and values while also bringing additional skills they’ve gained working elsewhere. 

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Train prospective candidates to your liking

We’ve talked in the past about hiring for potential rather than experience and why it can be a good strategy to ensure future job performance. Internships are one example of how to apply this practice. 

When you hire for potential, you can prioritize culture fit while training for specific technical skills, which ensures the job duties are performed to your standards. Additionally, you don’t have to counteract bad habits that candidates pick up in prior jobs. 

Training your interns in the skills they’ll need to work at your company is also an effective strategy for closing the skills gap, which is a big hiring challenge organizations in all industries are currently struggling with. Bridging the skill divide through training not only benefits interns in the immediate future but also contributes to a stronger workforce overall. 

Ability to try out different candidates before committing to hire

It’s not every day you get a chance to see a candidate in action on the job before deciding whether to hire them. Contract-to-hire arrangements are one way to accomplish this, but they’re not feasible for every role, nor do they lend themselves to trying out multiple candidates for one position. 

Internships give you the benefit of seeing a person—or multiple people—in the day-to-day setting of working for your company before you decide to bring them onboard. You can get a feel for how they make decisions, how productive they are, how they interact with other members of the team, and more. It’s a valuable piece of insight you’ll be hard-pressed to get in nearly any other hiring situation. 

And, if you do decide to hire one of your interns for a full-time role, you’ll already have a good idea that they’re a strong fit with your company culture. Because they’ve already spent time in your organization, they’ll have a head start getting up and running since they’re already familiar with some of your norms and processes. 

Increase productivity at a low cost 

Gone are the days of sending interns to fetch coffee or forcing them to alphabetize files. Instead, the modern internship sees students immersed in productive, critical-thinking-focused tasks. According to a study by the National Association of Colleges and Employers, the majority of interns spend very little time on administrative and clerical tasks and the bulk of their time on duties requiring analytical and problem-solving skills. 

A talented intern can make a real difference on your team, helping tackle low-stakes tasks so more senior staffers can focus on projects that require their higher level of expertise. And they can do it at a low cost—the average hourly wage for college students is around $22.06 an hour, compared to the average $34.69 hourly wage for full-time employees. Plus, you don’t have to cover additional overhead costs like benefits that you’d have to cover for a full-timer. 

Cheap labor certainly shouldn’t be your main goal for implementing an internship program; in fact, a high-quality internship program takes a significant amount of time and resources to run. However, interns’ work is highly valuable, and when coached effectively, they can be an asset that increases productivity for your teams. 

Improved retention of new hires

Want to improve your new-hire retention rate? Hire interns. 

Candidates who have completed any internship program are more likely to stick around through their first year on the job than non-interns, and those whose internship resulted in a job offer are even more likely to stay with the company. The one-year retention rate for hires with internal internship experience is 71%, compared to 59% for candidates who interned anywhere and just 42% for those who did not complete an internship. 

The results carry on past the first year on the job, too; after five years, employees who were once interns have a 44% retention rate, compared to 27% for employees without previous internship experience.  

Foster relationships in the community

To cultivate applicants for your internship program, you’ll need to build a network of channels for intern recruitment. This includes developing relationships with high schools, universities, trade schools, workforce training programs, and other community organizations that will help spread the word. These are the same organizations and people who are good to know when you’re looking to recruit full-time talent, so building these relationships serves a dual purpose. 

Furthermore, having an internship program gets your name out there in the community and the industries you work in. This helps build brand recognition, an asset in your overall recruiting strategy. 

Develop leadership skills in existing employees

Students aren’t the only ones who reap the benefits of internship programs. They’re also a great opportunity to help your existing employees hone their leadership and management skills. 

The most successful intern programs follow a structure, give participants meaningful projects to work on, and provide useful, regular coaching. Of course, this requires an active company team to oversee the program and deliver the coaching. 

Your more junior team members can be particularly good candidates for this task. Not only are they close in age to your interns, serving as an effective bridge between the student experience and the professional world, but their job duties might not typically offer many chances to lead. Giving them the reins to coach and guide interns helps them flex their leadership muscles, which is a good way to foster engagement.  

Gain a fresh perspective

A wide body of research has demonstrated that diverse teams are more innovative and profitable than homogenous ones. Interns can bring a fresh perspective to your work not only from an age standpoint but also from the experience and viewpoint of a different generation. 

Today’s interns are part of ‘Generation Z,’ the age group following millennials whose members were born after 1996. Members of Gen Z are more racially and ethnically diverse than any previous generation and are on track to be the most well-educated generation ever. 

How does this characterization compare to your existing staff makeup? Depending on your organization, chances are it’s at least somewhat different from how the majority of your teams look. Incorporating interns into focus groups and brainstorming sessions can yield surprising new insights that can be used to improve your services, strengthen your marketing strategy, and streamline your workflows. 

Free up time and energy of senior talent

We’ve already established that successful intern programs put participants to work on meaningful tasks–activities that build skills and provide industry exposure. Many of those activities are the same ones that senior team members complete every day but could easily offload to someone more junior. 

By assigning interns to important but time-consuming tasks like conducting research and drafting communications, you can free up more of your top performers’ time for business-driving tasks like presenting to sales prospects or doing deep dives into performance data. 

Invest in your industry

If you’re like most organizations, your goal is to establish a lasting position in your field. One of the best ways to do that is to invest in the next generation of talent. 

No matter what the industry, fresh young thinkers will be required to ensure sustainability and lasting success, not just for your own company but for the entire market. The energy field is a perfect example. It’s likely going to look completely different in 20 years than it does today. The people who will be leading the transformation are the same people who are interns in programs at companies like General Electric and Tesla right now. 

Investing in a high-quality internship program is an act of good faith in the future, both for your brand and your field.

Access tech-forward skills

College labs and lecture halls are the proving grounds for some of the most cutting-edge technology available. When you hire interns, you’ll bring on team members who have gotten their hands on tech that some of your full-time employees haven’t even used. 

What’s more, young people inherently possess a set of skills that might not come as naturally to more seasoned members of the workforce. Social media, video editing, and graphic design, for example, are great internship tasks because they’re done with tools that most people in Gen Z have been using their whole lives. 

Offer mentorship opportunities

Various studies have shown that mentorship is as rewarding for mentors as it is for mentees. An intern program offers more opportunities for members of your workforce to take on a mentorship role, either via a formal matching program or through informal interactions like job shadowing. Even just getting face time with young, enthusiastic intern recruits can provide engagement and breathe fresh air for longtime staffers. 

Generate positive PR

A well-established intern program is good for your organization’s public perception. It shows your commitment to giving back, developing skilled workers, and investing in the youth of your community.  

The activities of your interns also make for ideal PR material. A group of young faces donning construction hats on a job site or pitching a creative idea to the company president would look great on your social media channels or in the local paper’s Business section. 

Recruit Interns for Future Growth with 4 Corner Resources

Looking for new places to source qualified talent? Need to hire for niche skills or leadership roles? The team of staffing experts at 4 Corner Resources can help. With over 15 years in business, we’ve helped organizations of all sizes overcome their staffing challenges and build teams that withstand market changes and ensure future growth. 

We take hiring tasks like attracting, screening, and interviewing candidates off your plate so you can focus on coaching your staff and running your business. Our convenient onboarding and payroll services make getting new hires up and running a breeze. Schedule your free consultation with our team today to discuss your unique staffing needs.

Recruiters, however, especially innovative ones, can learn a thing or two from their marketing colleagues since many of the same principles used to attract customers can also be applied to attract talent. I know I have.

For too long, we at 4 Corner, like many traditional recruiting and staffing firms, didn’t pay much attention to marketing. In fact, our annual marketing budget was exactly $0. Maybe that’s just what happens when a career sales professional is the founder, but I now realize that to understand marketing is to experience its power and effectiveness. There is no need to repeat my mistake—read below for ideas you can leverage immediately to improve your recruitment efforts.

12 Marketing Strategies You Can Leverage to Attract Top Talent

1. Think of candidates as customers

It’s common knowledge in the marketing world that companies must sell their customers not just a product but a solution to a problem. To do this, marketers create a value proposition—a brief statement that describes how their product serves customers’ needs. 

For example, the value proposition of a meal delivery service might be that it saves you the time and energy that goes into meal planning. The value proposition of an app like Uber is that it offers the convenience of a car service at an accessible price. 

To clarify your recruiting efforts, create a value proposition for how your company fits into a candidate’s career and life. What are candidates looking for that your company can deliver on? Perhaps your value proposition is that you offer an award-winning training program that gives new employees a fast track to advancement. Maybe you offer the opportunity for candidates to gain experience working with Fortune 500 clients. Perhaps you offer unlimited vacation time. 

While using these things as “selling points” may seem like a no-brainer, crafting them into a direct and compelling value proposition will give you a clear anchor point for your recruitment messaging. 

2. Use a funnel approach

Most modern marketing strategies are built around the concept of a funnel. Customers start at the top of the funnel, where they’re just beginning to become aware of a problem they must solve. As they move down the funnel, they research options to help them solve their problem and learn more about your company through a series of touchpoints. Finally, when they reach the bottom of the funnel, they (hopefully) become customers. 

Thinking of the customer journey in this way helps marketers create the right content and use the right language to make a compelling argument that fits where the customer is in the funnel. You can increase the effectiveness of your recruitment efforts by thinking of the candidate journey in the same way. 

Sure, some candidates may be chomping at the bit to work for you right out of the gate—but that’s not typically the case with the most competitive talent or if you’re hiring for a niche role. Instead, they go on a journey down a recruiting funnel, learning more about different companies and weighing their options for the best place to work. In the end, they make the best decision by accepting an offer. 

By approaching the candidate’s experience as a journey rather than just a one-time decision in the form of a recruiting funnel, you’ll be better able to speak to their needs, address their concerns, and nurture the relationship in a way that makes their final decision an easy one.  

3. Speak their language

Hiring employees who share your core values and believe in your mission is part of building a strong company culture. Employees who feel aligned with their company’s values engage more, which drives productivity and retention. 

Still, attracting talent who shares your values is not always straightforward. One strategy for achieving this is to speak their language. 

Marketers who are trying to reach suburban moms use different language than those trying to reach 20-something urban professionals. This is especially true since the two groups have different needs, wants, challenges, and lifestyles. Your approach to your candidates should follow suit.

Suppose you want to attract seasoned professionals who value stability, reputation, and conservative values. In that case, you’ll need to use different language than if you’re looking to attract progressive change-makers who value independence and risk-taking. Always craft your written and verbal recruitment messaging with the ideal candidate and their values in mind.

4. Build a strong brand

As consumers, we all have a handful of brands we’re loyal to. Maybe it’s a trusted skincare line, a favorite breakfast cereal, or the bath soap you’ve used since childhood. You know the packaging so well you don’t even have to read the label to find it on the shelf; purchasing is an instinctive decision.

Marketers live to create these household names, and employers can benefit from building recognizable, trustworthy brands similarly. When your reputation for being a great place to work precedes you, convincing a candidate to apply for your vacant positions requires much less effort. 

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5. Leverage the power of content

One highly effective strategy for building a strong employer brand? Content marketing. Traditional marketers use content like blogs, social media posts, videos, infographics, and white papers to spread awareness of their products and services. The goal isn’t usually to convince people to buy. Rather, it’s to build rapport with the target audience and increase brand recognition in the marketplace. 

Recruiters can leverage content marketing to highlight what sets their companies apart. Here are a few examples:

• Employee testimonials describing the favorable company culture
• Infographic detailing the superior benefits package
• Photos and videos of team events and ‘day in the life’ activities 
• Email campaigns to share new job openings 
• Podcasts to answer frequently asked candidate questions

6. Eliminate friction

Digital marketers are always working to eliminate friction—anything that gets in the way of a customer making a purchase—from the checkout experience. This means having a site that works just as well on a smartphone as on a desktop and doesn’t require the user to jump through a ton of hoops like creating an account to check out and so on.  

Your recruiting process has friction, too. Maybe it’s a clunky application system all candidates are required to go through or an antiquated personality test they’re required to pass. We’ll bet you can think of a few things that not only slow you down when hiring but can also be a turnoff to candidates. 

Identifying and removing these friction points will help you cut down your average time-to-hire, which will ultimately help you save on costs and provide a better candidate experience.

7. Ask for referrals

The best marketing doesn’t come from a company itself. It comes from the company’s raving fans via positive word of mouth. That’s why brands always ask you to share their posts on social media and refer a friend in exchange for a coupon. 

Likewise, employee referrals are the best source of qualified candidates recruiters can come by. Institute an incentive program to encourage current employees to refer people in their network to your open jobs. You can also gain referrals by asking for them on other channels like social media and email, as well. 

8. Collect positive reviews

If you’ve ever debated whether to try a new restaurant that just opened in your town, you’ve probably seen the power of online reviews firsthand. A few bad reviews will make you stay far away, while a handful of glowing ones will have you booking the next available reservation. 

Capitalize on the power of reviews to enhance your recruiting efforts by actively managing the company’s presence on sites like Glassdoor. Respond to negative reviews, address concerns, and thank happy reviewers for their feedback. Boost your score by encouraging your most engaged staffers to leave (presumably positive) reviews. 

9. Employ SEO

Search engine optimization, or SEO, is a must for getting products and services in front of customers who are primed to buy. But why should it be a tactic that’s limited to making sales?

Optimizing your job postings and career pages with relevant keywords can improve your visibility in search results, helping you reach more qualified applicants faster. The added organic traffic can reduce recruitment costs, too. 

Related: How to Use SEO for Job Postings to Increase Visibility

10. Acknowledge that everyone is not your target market

In order to market a product or service successfully, your target customer can’t be ‘everyone.’ When you try to speak to everyone, your messaging becomes so generic that you’re not saying anything meaningful to anyone. Instead, marketers know that the greatest business success lies in finding your niche and blowing the competition out of the water in that specific market. 

In recruiting, you’ve probably seen this concept in practice when you cast your net too wide for a job opening. When your listing appears on every major job board, for example, you’re likely to be so inundated with applications that it’s hard to cut through the noise to the ones that are actually a good fit for the role. Your post would be much more effective—and cut down on a lot of screening time—if you posted it to one or two job boards specific to the industry or role you’re hiring. It boils down to quality over quantity. 

When deciding where to publicize a job opening, do it with the classic marketing maxim in mind: everyone is not your target market. 

11. Don’t put all your eggs in one basket

Like many business segments, marketing is often subject to the 80/20 rule. The 80/20 rule states that in any given endeavor, 80% of your results come from 20% of your efforts. This also frequently applies in sales, where a few bestsellers drive the majority of revenue, and in staffing, where a handful of top performers are responsible for the majority of a department’s results. 

The danger in this principle, though, is that it means you’re overly reliant on one factor to make or break your success, whether that’s a single product category, a handful of all-star employees, or when it comes to hiring, one recruiting channel. If that channel suddenly goes kaput, you’re in a bad situation. 

That’s why marketers diversify their efforts. While they might prioritize a top channel that performs best, like PPC ads or Instagram posts, they don’t simply flip the switch off everywhere else. Instead, they allocate a smaller segment of the budget and resources to maintaining a variety of marketing efforts for the sake of diversifying. 

Your recruiting efforts should be similarly diversified to avoid having all your eggs in one basket. 

12. Measure, analyze, and optimize

As the old saying goes, you can’t manage what you don’t measure. Marketers can’t make reliable strategy decisions without a strong data set that includes key information like sales numbers, website traffic, ad spend, and return on investment. Solid recruiting decisions require a parallel data set. 

The metrics that are most meaningful to you will vary based on factors like your industry, annual revenue, and company size, but some of the most common ones to watch include the source of hire, cost per hire, time to hire, and pass-through rate. These numbers help you understand which recruiting channels and strategies perform best for your organization so you can allocate future resources accordingly. Measure, analyze, and work to optimize them consistently. 

Related: How to Leverage Recruiting Metrics to Improve Your Hiring Process

Build an Effective Talent Acquisition Strategy with 4 Corner Resources

Even the most seasoned hiring managers can get stuck in a recruiting rut. Breathe new life into your staffing strategy with creative solutions from 4 Corner Resources. We’re a staffing firm with over 15 years of experience helping companies hire for skill and culture fit. We can help you implement a talent acquisition plan that reduces costs and saves you time. 

Whether you’re looking for extra help to support your internal hiring team or want to outsource your staffing needs completely, we have a solution that suits your business. Schedule a call with our team today to get started. 

Whether you’re totally flying by the seat of your pants when it comes to hiring, or you’re a seasoned hiring pro taking the reins at a startup for the first time, follow these startup recruitment strategies to win top talent.

Startup Recruitment Strategies to Attract Candidates

Get specific about your roles and responsibilities

While early employees at a startup commonly wear many hats out of necessity, don’t fall into the habit of looking for unicorns who can do it all. Ever heard the phrase “jack of all trades, master of none?” That’s exactly what you don’t want.

As a brand-new operation, you need candidates with specific expertise and knowledge that will enable you to grow in different areas of your business. To find them, get ultra-specific about the business need each position will serve. Outline the goals you expect the right candidate to meet within their first 90 days on the job as well as a broader vision for what long-term success will look like in the role.

Establish a hiring funnel

It might sound complicated, but a hiring funnel is simply a standardized framework you use to attract, assess, and hire candidates. Just as you have systems for other parts of your business, like manufacturing your product, having a system for hiring helps you get the job done consistently each time while optimizing resources like time and money spent.

It’s much easier (and more cost-efficient) to think through and establish a hiring funnel early on rather than trying to fix an ineffective system down the road. Remember, you can—and should!—analyze and tweak your hiring funnel often as your business grows to maximize its results.

Employ automation

The earlier you can incorporate automation into your hiring processes, the better. Automating things like candidate assessments and scheduling will save you time and energy that can be spent on other areas of your business, like operations. Plus, once your hiring team starts to grow, it’ll help ensure consistency between multiple team members.

Be realistic with staffing plans

While a goal like “hire ten people in the next 60 days” might sound reasonable, but is it achievable? Don’t leave it up to chance. Find out whether you’re setting realistic staffing goals by taking a microscope to your hiring process and how long each component of it takes.

For example, let’s say reviewing applications, screening candidates, and setting up interviews takes an average of 20 hours for each open position. For ten roles, that’s 200 hours—or five full work weeks—just to get to the interview phase. At this pace, hiring ten people in 60 days is quite ambitious, even if you have a full-time HR manager.

To avoid a staffing snafu, be sure to calculate and factor in your actual hiring metrics as you create your future staffing projections.

Write compelling job descriptions

If a candidate is scrolling through a job board and sees an opening at a well-known company like Apple or Toyota, they will probably take a closer look. Those are reputable employers, so the companies don’t have to work too hard to get job seekers’ attention. 

When you’re a new company, though, you don’t have an established reputation to rely upon. You need to make it so that when candidates come across your job posts, they’re compelled to click through and check them out. This requires strong job titles and descriptions.

Job titles should be direct, stating the name of the position and the most relevant details, which could include your location, the seniority level, or a succinct description of the company. Here are a few examples:

Social Media Manager – Dallas, TX

Manager, Social Media Marketing

Social Media Manager for Fast-Growing Technology Company 

Job descriptions should provide a clear summary of the key duties, a list of qualifications, and a blurb about the company. This last part–your elevator pitch–is critical for startups, and we’ll cover it next. 

Related: A-Z List of Sample Job Descriptions

Refine your elevator pitch

When you’re trying to woo investors, your elevator pitch should explain in a concise way what you do and why you’re worthy of an investment. You should also have an elevator pitch for candidates who work the same way, which will spark interest in working for you.

Lead with your mission—the guiding statement that explains why you’re in business—and focus on what sets you apart. As a new company, you’ll want to include some version of this elevator pitch in your job listings and other materials you use to reach out to prospective candidates.

Seek the right kind of experience

When it comes to startup hiring, not all experiences are created equal. A candidate whose resume boasts 20 years of operations experience at an established industry juggernaut might look great on paper, but that corporate background may bring its own set of pitfalls. In the startup world, agility is key, and someone who’s used to doing business at a careful, measured pace may slow you down.

That doesn’t mean everyone you hire must have previous startup experience; however, some corporate know-how can be useful. Yet it’s a great asset to have someone on your team who’s been there before and knows what it takes to bring a startup from conception to success at scale.

Recruit your evangelists

In Keurig’s early days, the coffee company was growing so quickly that it was hard to maintain a steady stream of high-quality candidates with the right expertise. The company’s solution? Recruiting candidates who were similar to its die-hard fans. Then-president Michelle Stacy told Harvard Business Review that the company focused on hiring employees who matched their customers’ affinity for coffee.

“That our employees loved a wide variety of coffee like our consumers [did] made it easier to trust they would do the right thing,” she said.

Your superfans already know your products well, so they bring authentic ideas drawn from real-world experience. They’re likely already onboard with your mission and values, and since they already follow your brand, it may be easier to get in front of them, which can contribute to lower hiring costs.

Get face-to-face time

One of the biggest hurdles to overcome when recruiting for a startup is the existing knowledge vacuum. Most job seekers–and most people in general—won’t have heard of you, so you have to start from scratch with each interaction to educate them on your brand. Though it’s time-consuming, the most effective way to build a lasting impression is through face-to-face interactions. 

When you’re talking with someone in person, it’s much easier for them to get a sense of who you are and the type of company you’re trying to build (and for you to get a sense of their personality, too). A live conversation is a valuable opportunity to dispel any qualms a candidate might have about joining a startup, like concerns about job security or an unmanageable workload. 

Seek out opportunities to meet prospective candidates face-to-face whenever possible, such as recruiting and networking events, industry meet-ups, and even informal gatherings. 

Take advantage of technology

When you can’t connect in person, technology like Zoom offers the next best thing: connecting virtually. Leverage video conferencing tools to host virtual events like online job fairs and candidate Q&As. These events are inexpensive, have a low barrier to entry, and allow you to reach a wide pool of talent in a short amount of time. 

Enlist a support team

It takes a village to build an all-star team, but as a startup, it may not be feasible to have more than one person heavily involved in the hiring process. Still, you can harness the “two heads are better than one” philosophy by enlisting a board of consultants to step in during your interview process. These might be trusted industry colleagues you call in as a favor or hired consultants with a more niche knowledge of the type of role you’re looking to fill.

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Offer flexibility

How can you compete against industry powerhouses who can easily one-up you in the salary department? By offering something modern candidates find even more valuable than money: flexibility.

Whether it’s unlimited time off, the ability to work remotely, or some other non-traditional work arrangement, making flexibility a core selling point can boost your startup recruiting game.

Sell the potential

It’s important to strive for buy-in among all employees, but it’s absolutely critical among your earliest hires. These are the people who will serve as the foundation of your company, and if they’re not onboard with the direction you’re taking, it could quickly throw the whole operation off track.

To hire startup employees who are aligned with your core mission and excited about the work it will take to get there, sell them on the potential of working for you. This might include discussing the ability to tackle challenging projects, pursue work with a deeper impact, play a foundational role in building a company, and so on. As much as you’re selling the role you need them to fill today, you’re also selling them on the vision of the company you’re building for tomorrow.

Build your employer brand

When you’re focused on keeping your business running, thinking about anything outside your own four walls can be difficult. But if you want to win at startup hiring, don’t neglect the opportunity to build a strong employer brand from day one.

Create a positive image among would-be candidates by being present at industry events like conferences and trade shows. Likewise, work to build recognition as a steward of your community by getting involved with social initiatives that are aligned with the company’s mission.

Related: How to Elevate Your Employer Branding to Attract Top Talent

Focus on the candidate experience

A strong candidate experience is one more way to set your startup apart among the many companies vying for the same top candidates. Remember, the experience a candidate has when applying is often their first impression of your organization and may play a role in their decision to accept or decline an offer.

Work to create a seamless application and interview process, one that moves along steadily, eliminates needless steps, and maintains communication with the candidate through every phase. This post explains how to create a flawless candidate experience.

Follow the data

Recruiting produces an immense amount of data, which can be used to hire faster, more accurately, and less expensively. We can’t overstate the importance of examining your recruiting data regularly, especially in your company’s early days. 

Measuring and tracking key recruiting metrics like your time to hire, cost per hire, application completion rate, and offer acceptance rate will shed light on where your efforts yield success and where you’re allocating resources without producing results. It will also help you pinpoint key bottlenecks or dropoff points in the hiring process, which can be corrected to improve the candidate experience and get more of your offers accepted. 

Related: How to Leverage Recruiting Metrics to Improve Your Hiring Process

Hire the Staffing and Recruiting Experts

Your early hires are a fundamentally important part of your organization. Hiring the wrong people can cost you precious cash, slow your growth, and potentially put the very survival of your business at risk. Don’t wing it when it comes to your startup recruitment strategy. Instead, hire the staffing experts at 4 Corner Resources.

4 Corner Resources is your trusted partner for startup hiring. Our headhunters will help you refine your job requirements and harness our proprietary staffing technology to find candidates who are a perfect fit to help you thrive. As your business expands, we’ll expand with you, helping you navigate the growing pains of staffing a dynamic, innovative organization.

Ready to get started? Contact us today and get on the fast track to startup recruiting success.

You don’t have to be an SEO specialist to apply these techniques to your job listings. We’ll cover a few of the top things any recruiter can do to make their job openings more visible in search results. 

What Is SEO?

SEO stands for search engine optimization. It’s the process of strategically creating and improving a website’s content to improve its visibility within search engines. 

SEO best practices are constantly evolving alongside search engine algorithms. These algorithms aim to serve relevant, high-quality content to the search engine’s users. So, content creators–in this case, recruiters–must stay abreast of the latest trends and guidelines in order to achieve desirable placement in search results. 

Benefits of Using SEO for Job Postings

Increase visibility

The primary objective of using SEO for job postings is to ensure your listings appear in search results. When a person is looking for a job, one of the first things they do is go to Google and type in what they’re looking for. SEO helps those searchers find your opening. 

Capitalize on free traffic

Search engines are a huge driver of organic (read: free!) traffic. Optimizing your organic search performance allows you to spend less on paid channels like advertising to get the same number of views. 

Connect with the right candidates

One of the main signals Google uses to rank a website is the relevance of its content. As a result, specific content performs better than generic, broad content. This encourages recruiters to create more tailored job descriptions, which can weed out unqualified candidates and simplify the screening process. 

Improves overall website quality

Google likes high-quality web pages that keep people on them, which is exactly what you can achieve by optimizing your job listings. This boosts the presence of your entire website, not just your Careers page, which benefits your employer brand. 

How to Use SEO for Job Postings

1. Use an effective page title

In this case, we’re talking about the title of the webpage your job listing will be placed on, not the title of the job itself (though the two will be similar). The page title is what appears in bold in search results, like this:

Clear, simple titles work best. Don’t lead with your company name since it’s not as likely a person will be searching for jobs with a specific company. It’s much more common to search ‘job title + location.’ So, make sure both of these are prominently featured in your title. Here are a few good examples:

Aircraft Maintenance Officer, Denver (Job title, location)

Assistant Store Manager, Stewart’s Shops, Poughkeepsie (Job title, company, location)

Pharmacy Intern, Part Time, Philadelphia (Job title, type of position, location)

2. Write a compelling meta description

The meta description is the short caption that’s displayed under the page title in search results. The meta description gives searchers a quick summary of what they’ll find if they click the link, and it gives the search engine additional context that supports prominent search placement. 

Your meta description should be under 160 characters. It should summarize the key job requirements, incorporating the most relevant keywords–more on those next. 

3. Leverage Keywords correctly

The keywords you use for SEO purposes differ slightly from those you look for when screening a resume. 

When reviewing resumes, you’re looking for keywords that describe the most important skills and qualifications for the job. While these are important to incorporate into your job description, you need to think like a job seeker for SEO purposes. What terms are they most likely to be searching for?

In addition to the job title, company name, and location, SEO keywords for job posts include:

• Alternative titles that can be used to describe the same job, like ‘receptionist’ and ‘administrative assistant’ 
• Descriptors of core job duties, like ‘organizing files’ or ‘scheduling meetings’
• Key benefits candidates are likely to be seeking, like ‘health and dental insurance’
• Credentials like CPA, MBA, CNA, etc.

Incorporate these keywords throughout your job description–but not too much. Search engines recognize and penalize keyword stuffing. Your keywords should only make up around 2 to 3% of your total word count. 

4. Write a succinct job description

Aim for around  250 words summarizing the position’s primary duties and requirements. Clarity is key, both for search engines and for real humans who are reading the page. 

Try to avoid “walls of text” and instead break your description into short paragraphs of no more than two or three sentences. Bullet points are encouraged to break up large chunks of text and make the listing easier to skim. 

Use straightforward language. Avoid phrasing that’s meant to make your listing seem clever or creative, like ‘marketing Jedi’ or ‘sales wizard.’ These types of descriptions have become so commonly used that they’re cliche and can cause confusion for search engines. 

5. Include a company description

Secondary to the job description, include a company summary of around 100 to 150 words. This should briefly describe what the company does and the key benefits of working there.

6. Incorporate rich media

Video, images, and interactive content hold a visitor’s attention longer than text alone, and Google knows this. Keep interested candidates on your page and entice them to want to apply for your opening by engaging them with rich media. 

Here are a few ideas:

• A slide show walk-through of your headquarters
• A video mash-up of testimonials from happy employees
• An infographic that highlights your employer value proposition 
• A chatbot that allows candidates to get answers to frequently asked questions 

Don’t overdo it–choose only one or two of the above to ensure the page is user-friendly and keep the primary focus on your job description. 

7. Use search-friendly URLs

Your URLs aren’t just the online address of your page. They’re an additional chance to help search engines understand and categorize your content. 

Instead of using generic URLs like this:

www.company.com/job-listing-12345

Use URLs that incorporate your keywords in a readable string separated by hyphens, like this:

www.company.com/full-time-marketing-manager-sacramento

Your URL structure can be configured within your website’s CMS. 

8. Link to other site pages

Well-established websites are structured like complex websites. They link out to other sites, link amongst their own internal site pages, and have other websites linking to them. This builds credibility in the eyes of search engines. 

Achieve this ‘web’ effect by linking from your job posting to other website pages, like your Careers and About Us pages. Likewise, link to your job posting from other pages of your website. 

9. Share your listing on social media 

Another way to achieve the ‘web’ of links that search engines favor is to share your job listing pages on social media. Share them soon after they’re first published to begin driving traffic to the pages, which search engines view as a signal of interest. After that, share them regularly and any time the listing is updated. 

10. Update job postings regularly

While high-quality content is arguably the most important ranking factor, search engines also like content that’s fresh. The good news is that regular updates are also a best practice for effective job descriptions. 

Any time you’re hiring for a job you’ve previously posted, refresh the listing by changing up the content. You might try leading with a new value proposition, revising the description of job duties, or updating the post to include recently added/changed requirements.

Additional Tips to Improve Your SEO

Here are a few more technical factors to help your site rank higher in search results. If you’re serious about using SEO to gain more visibility, enlisting expert help with these items may be worthwhile. 

Accelerate site speed

In 2021, Google made website load speed one of its Core Web Vitals–the metrics the search engine uses to measure a site’s performance. Google is always looking to prioritize sites that provide a superior user experience, and fast load times are a big part of that. Slower sites may be penalized with lower search placement. 

Optimize usability 

Usability is another big factor in how long a visitor stays on your site and how good the experience is. Are your site’s pages easy to navigate? Are they mobile-friendly? Do all of the links, buttons, and features work as expected? All of these contribute to optimal usability. 

Build domain authority

This tactic can’t be achieved with a few simple page edits. In fact, it can take years to build a high level of domain authority. Still, it can greatly boost your site traffic in the long run. Gaining backlinks from other high-quality sites, creating frequently shared content, and having a well-structured site map can all improve your domain authority. 

Employing the SEO strategies we’ve covered here will increase your visibility and lead to a better experience for candidates. Optimization helps search engines correctly categorize your content, promoting higher search placement and more targeted visitors. Ultimately, leveraging SEO for job listings optimizes recruitment, saving time and resources while ensuring the right candidates discover and apply to relevant opportunities.

Understanding Today’s Job Market

The unemployment rate remained stable for most of 2023, and the year closed out with 2.7 million total job gains. Though some indicators show the tight labor market is loosening a bit, consistent job growth and a persistently low unemployment rate mean the job market remains resilient. 

For companies looking to hire, this means the stiff competition for talent isn’t going anywhere any time soon. Employers are pulling every lever to get qualified candidates in the door, offering appealing benefits and enticing perks like flexible work arrangements and sign-on bonuses. 

Failing to have a recruiting game plan for the current job market puts unnecessary pressure on your margins as you’re forced to spend more to meet your hiring needs. It also puts your employer brand at risk of damage if you develop a reputation for having trouble hiring. This is why deploying recruiting strategies built for a challenging labor market is beneficial. 

Strategies for Recruiting Employees in a Competitive Job Market

Today’s competitive job market makes it difficult for employers to stand out from other companies that seek to fill their roles with top talent. Here are a few ways you can make your business stand out from others in the current job market:

1. Build a strong brand image and reputation

One great way to help boost your brand image and reputation in the competitive labor market is by capitalizing on your employees. When considering or applying for jobs, candidates and applicants often turn to online resources such as Glassdoor, Great Place to Work, and Indeed to learn about employers.

Keep your company’s information on these websites up-to-date and as accurate as possible. Additionally, encourage your employees to voluntarily write honest online reviews about your business to help build your reputation.

2. Offer compensation that matches the competitive economy

Two main ways to make your business stand out in our competitive job market are through reputational differentiators and pay. Although some employers may not like candidates inquiring about the salary or benefits of a position, salary is an integral consideration for any job applicant and something heavy on the mind of many individuals in the current economy. 

According to the BLS, the real average hourly earnings increased just 0.8 percent between December 2022 and December 2023. When you compare that against a 3.4% increase in the consumer price index (which measures how prices of consumer goods change over time), it’s no wonder why people are readily willing to leave their jobs for another that pays more. 

Show that you value your candidates’ skills, knowledge, and experience and are willing to pay realistic and competitive compensation and benefits. This will help to set you apart from other employers who seek to go the cheapest route possible.

3. Go after passive job seekers

Finding the right candidate for the job isn’t a simple or easy task, and it shouldn’t be left on the back burner. According to LinkedIn, a passive candidate is employed and not currently looking for a new employment opportunity but may be willing to discuss one when approached.

To recruit employees in a competitive job market, don’t wait for job applicants to come to you. Meet prospects where they are by actively seeking out active and passive candidates on LinkedIn and other professional social networking platforms. See who your competition employs; you may find your next systems administrator, field technician, or pharmacy technician among their ranks.

4. Treat job applicants and candidates like customers

A successful employer in our competitive job market treats prospective candidates and applicants like customers. A mistake some employers tend to make when hiring employees is treating job applicants and candidates poorly. While this may not be done intentionally by using rude language or other related mannerisms, this sentiment can be unintentionally conveyed through:

• Poor communication,
• Unresponsiveness, and
• Allowing things to fall through the cracks

Using strategic recruitment messaging can help you stay on top of candidate communications and maintain a positive experience for applicants all the way through the hiring process. 

5. Leverage social media

Social media platforms are the perfect medium for building organic relationships with candidates that make them want to work for you. You can use a platform like LinkedIn for active sourcing by searching for candidates based on their location, industry, job title, and skills, then reaching out to them with a tailored introduction message to share your latest openings. 

You can also use other social media channels, not just LinkedIn, for inbound recruiting by sharing materials that spotlight your employee value proposition. Content like videos, infographics, and blog posts can be consumed at a viewer’s leisure and introduce your brand in an inviting, low-pressure manner that can be appealing to passive job seekers. 

6. Emphasize referrals

Trust is of utmost importance when recruiting employees in a competitive job market. Not only is it necessary to be sure a candidate has the credentials they say they do, but you also want to be able to trust that an individual is accepting a job offer in good faith and intends to remain with your company for the long haul. Access a network of trusted candidates by leveraging referrals from your existing workforce. 

Referral programs let you tap into a pool of skilled, dependable professionals already known to the people in your organization. This approach accelerates the hiring process and increases the likelihood of hiring high performers. Referrals amplify the reach of your recruiting efforts by engaging employees in spreading the word about your open positions and promoting employee buy-in into your hiring process. 

Finally, referrals offer the added benefit of securing stronger cultural fits since candidates are being introduced by those already familiar with the company’s work style, environment, and values. 

7. Put your recruiting data to work

One of the easiest ways to find out how to recruit employees in a competitive job market faster, smarter, and more successfully is by looking at the data on your past recruiting efforts. Your hiring metrics can tell you where you’re doing well and where your work isn’t paying off so you can make actionable improvements that lead to better results. 

For example, if your recruiting data shows that you’re hiring for certain roles with increasing frequency but are not growing in net new positions, this indicates a turnover problem. Identifying which roles are affected and examining why your efforts are falling short in that particular department can help you avoid wasted resources and ensure every dollar you spend on hiring goes toward long-lasting, successful new hires. 

8. Use the services of a professional staffing firm

Many outstanding large, midsize, and small businesses choose to make themselves stand out by relying on a professional recruiting and staffing agency or a headhunter to handle the recruiting, screening, and qualifying of candidates. The right agency can help you recruit employees in a competitive job market.

Ultimately, the job of a professional staffing agency is to make your company look good while also attracting and screening the best talent faster and more efficiently than an in-house human resources team. Whether you are a large enterprise or a small to midsize business, the right staffing firm can help you not only find employees to hire in this tight job market but also find the right candidate for the job.

Named by Forbes Magazine as one of the most respected recruiting firms in the U.S., 4 Corner Resource has a long history of supporting businesses of all sizes — from the largest enterprise organizations across the Fortune 500 to small to midsize businesses (SMBs). Our relationship-focused approach allows our team to offer flexible solutions without sacrificing speed or quality.

Contact us today to learn more about how we can put our expertise to work for your business.

In a competitive market, a poorly crafted recruiting email can annoy busy candidates and reflect poorly on your employer brand, which is the opposite of what you hope to accomplish. A well-crafted recruiting email, on the other hand, can communicate your employer value proposition, inform candidates of your open positions, and convince them they’ll be a great fit as part of your team. 

We’ll share ten recruiting email templates you can customize and use to strengthen your application rate and get more accepted offers. 

What Is the Purpose of Recruiting Emails?

Recruiting emails are multifaceted. Here are just a few of the things they can help you accomplish.

Source new talent

You may not need recruiting emails if you have a strong pipeline of stellar candidates completing applications regularly. But that’s not the case if you’re like 90% of companies in this market. You have to put in the legwork to find and recruit great candidates actively. Recruiting emails can help you make that initial contact and nurture the relationship. 

Maintain candidate engagement

Just because you don’t have a job open right now doesn’t mean you should pass on interacting with talented professionals. Recruiting emails can help you stay in contact with skilled candidates consistently, not just when you’re trying to get them to apply.

Related: The Importance of Candidate Engagement

Prompt candidates to take action

Speed is a crucial asset if you want to out-recruit your biggest competitors. Recruiting emails keep the hiring process moving, reminding candidates about important action items and progressing them efficiently from one phase of the hiring funnel to the next. 

10 Recruiting Email Templates to Engage With Top Talent

1. Job opening alert

This recruiting email template is a must-have for active sourcing. It lets you introduce yourself to a candidate and tell them why you think they’re a strong fit for your opening. It ends with a clear call to action for how to take the next step, whether that’s getting on the phone with you to learn more about the role or filling out an application directly. 

Template For This Email

Subject line: [Job title] position

[Candidate name],

My name is [recruiter name] and I’m reaching out on behalf of [company name]. I came across your profile and noticed you have strong skills in [name specific skills or experience that caught your attention]. I believe your background aligns well with a new opening we have on our team. 

We’re looking for a [job title] who will be responsible for [name primary job duty]. Here’s an overview of the position:

• [Job title]
• [Location]
• [Responsibilities]
• [Experience required]
• [Key benefits/selling points]

Is this an opportunity you’d be interested in? I’d love to set up a short conversation to review the details and answer any questions you might have. Just let me know what time would work best for a call. 

If you’d like to apply directly, you can view the full job description and access the application here [link to apply]. 

Thanks for your time. I look forward to hearing your thoughts! 

Best regards,

[Recruiter name]

2. Reconnecting with past candidate

Maybe you’ve already made an initial introduction, but it’s been a while since you last engaged with a candidate. This message will help you rekindle the relationship and get the conversation about your openings going again. 

Template For This Email

Subject line: Exciting new opportunities with [company name]

[Candidate name],

I hope this message finds you well. It’s been some time since we last connected. How’s everything going on your end?

I wanted to update you on some exciting developments at [company name]. Since we last spoke, we’ve [insert company news, growth numbers, etc.], and several new positions have opened up on our team. Remembering your background, I thought a couple of them might be of interest. 

[Job title 1]

[Brief description] 

[Job title 2]

[Brief description] 

During our previous interactions, we were impressed with your skills in [mention specific skills] and thought you could be an asset to our organization. If you’re open to discussing either of these positions and other roles that might be a good fit, please let me know when you’re free for a quick call to chat further. 

Looking forward to the possibility of reconnecting!

Best,

[Recruiter name]

3. Employee referral

Referrals are one of the most powerful channels to recruit top talent. When you receive one, it’s critical to follow up on it right away. Use this recruiting email template to engage with an employee referral promptly and make a positive first impression. 

Template For This Email

Subject line: Referral from [referrer name] – invitation to apply

[Candidate name],

My name is [recruiter name] with [company name]. I’m reaching out because you were highly recommended by [referrer’s name] for the [job title] position we currently have open.

[Referrer’s name] spoke highly of your [cite specific skills or experiences] and believes that you would be a great fit for our team. We’re eager to connect and learn more about your background. 

Here are a few key details about the job:

• [Job title]
• [Location]
• [Responsibilities]
• [Experience required]
• [Key benefits/selling points]

If you’re interested in exploring this opportunity, please reply with your current resume and some times you’re available to connect via phone this week. 

Thanks for considering bringing your talents to [company name]. 

Best regards,

[Recruiter name]

4. Thank you for applying

A candidate you’ve sourced has completed an application–wonderful! But don’t kick up your feet just yet. To provide an excellent candidate experience, you need to stay in touch, and that starts with following up right after you’ve seen an application come in to thank the candidate and let them know what they can expect next. 

Template For This Email

Subject line: Thanks for applying!

[Candidate name],

I am writing to express my sincere gratitude for completing an application for the [job title] position at [company]. We appreciate your interest in joining our team.

We’re carefully assessing all applications and hope to begin scheduling interviews the week of [date]. In the meantime, please feel free to reach out if you have any questions or need further information about the hiring process. It’s important to us to keep you informed of our progress and next steps.

Thank you once again for considering [company] as your potential employer.

Best,

[Recruiter name]

5. Interview setup

Scheduling interviews is no doubt one of the most tedious parts of a recruiter’s job. Whether you’re doing it manually or using automation to help with scheduling, you can streamline the process by using straightforward, concise scheduling emails. 

Template For This Email

Subject line: Invitation to interview – [job title] position

[Candidate name],

Thanks again for applying for our [job title] opening. 

After reviewing your application, we believe your skills are a strong fit for the role and are interested in talking further. We’d like to set up a 30-minute interview that will be conducted over Zoom by the hiring manager, [hiring manager’s name]. 

Here are some available time slots:

• Time slot 1
• Time slot 2
• Time slot 3

Would any of these times work for you? If not, please propose some alternate times you’re available. 

We’re eager to learn more about your experiences and how you can contribute to our team. 

[Recruiter name]

6. Pre-interview reminder

Keep the pre-interview momentum going–and reduce no-shows–by confirming key details the day before a scheduled interview. This recruiting email template is a prime candidate for automation using your ATS. 

Template For This Email

Subject line: Interview confirmation for [day]

[Candidate name],

Just a quick reminder that you’re scheduled for an interview with [interviewer name] on [day] at [time]. The interview will be conducted [over the phone/over video call/at location]. 

[Provide any important details, like a Zoom link or parking info]

If this time slot no longer works for you, please let us know at your earliest convenience. 

We look forward to speaking with you!

[Recruiter name]

7. Interview thank you

Candidates greatly value transparency in the hiring process. One way to give that to them is with regular updates. After completing an interview, send an email thanking the candidate for their time and giving them a clear picture of the timeline for when they can expect to hear back. 

Template For This Email

Subject line: Thank you 

[Candidate name],

Thank you for taking the time to interview with us for our [job title] opening. Learning more about your skills and background in [insert detail about their candidacy] was a pleasure. 

We’re currently in the process of evaluating all candidates and will let you know as soon as we have an update. Our tentative date for wrapping up interviews is [date]. 

Thank you once again for your enthusiasm about joining the [company name] team. 

All best,

[Recruiter name]

8. Action required

There are a few key lag points in the recruiting process: reference checks, background/drug screenings, and pre-employment assessments are among them. Use this email as a gentle nudge to get candidates to complete open action items on their to-do lists so you can keep the hiring process moving.

Template For This Email

Subject line: Important! Action required

[Candidate name],

I hope this message finds you well. I’m reaching out because we’re awaiting an important piece of information to finalize your application for our [job title] opening. 

At your earliest convenience, please complete the following action items:

• Action item 1
• Action item 2
• Action item 3

Please reach me at [your phone number] with any questions. Thanks again for your continued interest in working for [company name]!

[Recruiter name]

9. Offer letter

A strong offer letter is important in sealing the deal with your candidates of choice. The perfect offer letter conveys warmth and enthusiasm while clearly communicating your unique value proposition.

Template For This Email

Subject line: Job offer – [job title] position with [company name]

[Candidate name],

It’s my pleasure to inform you that we would like to extend an offer for the position of [job title] with [company name]. 

We were thoroughly impressed with the qualifications, experience, and enthusiasm you demonstrated throughout the hiring process, and we believe you could make a meaningful impact on our team. 

Here are the key details of the offer:

• Job title
• Location
• Salary
• Start date
• Benefit highlights (sign-on bonus, retirement contributions, insurance eligibility, etc.)

You will find full details in the formal offer letter attached. Please note that this offer is contingent upon completing [any additional requirements, such as background or reference checks]. 

We understand that you may need some time to review the offer, and are happy to answer any questions. Kindly inform us of your decision by [decision date].  

Once again, thank you for your interest in [company name]. We look forward to the prospect of having you on the team!

Warmly, 

[Recruiter name]

10. Rejection letter

It’s never pleasant to let a candidate know they’ve been rejected. However, a mindfully written rejection letter can tactfully deliver the news while preserving the positive employer brand you’ve worked hard to build. 

Template For This Email

Subject line: Update on your application with [company name]

[Candidate name],

We are grateful for your interest in the [job title] position with [company name] and for your time and effort in the interview process.

After careful consideration, we regret to inform you that we have chosen not to move forward with your application. We received interest from many qualified candidates, and the decision-making process was challenging. Please know that this decision in no way reflects on your skills or experiences, which we found impressive, and we welcome you to apply with us again in the future. You can stay informed about openings on our careers page at [link]. 

We hope you find an opportunity that aligns with your qualifications and career goals. We look forward to the possibility that our paths may cross again in the future. 

All best,

[Recruiter name]

Tips for Writing Effective Recruiting Emails

Write straightforward subject lines

Ensure your emails are opened by using direct language that makes the content of your message obvious, like ‘New opening – [job title]’ or ‘Interview with [company name].’ 

Use a consistent voice

The language and tone of your messages should be the same from one email to the next, and they should be aligned with your employer brand. Having one person write and/or edit all of your email templates is a great way to promote consistency.

Personalize your message

While automating your recruiting messages can save time, it can also lead to emails that feel stale and impersonal. Avoid this by incorporating personalization into your messaging. For example, customize your initial outreach email with unique details from the candidate’s LinkedIn profile that make it clear you’re speaking to them individually, not just mass emailing candidates.

Related: Best Recruiting Messages to Enhance Your Candidate Outreach

Optimize for mobile devices

Use simple formatting that won’t get cut off or skewed on a smaller screen. Test your emails using various devices to make sure they look picture-perfect no matter where the candidate is viewing them. 

Provide additional opportunities to engage

Support your email messaging by adding engaging content like videos, employee testimonials, and blog posts. This way, even if a candidate isn’t ready to apply today, they can still take another step in learning more about your company and building the trust that leads to the most fruitful recruiting relationships.

Why Creative Job Advertising Can Be Beneficial

Broaden your talent pool

If traditional job advertising methods are bringing you a great pool of candidates, by all means, continue using those methods. But if you’re like most recruiters, you’re bogged down by applicants who lack the necessary skills or experience to be a strong fit. Creative advertising tactics can help you reach a wider audience, which is more likely to include someone with the correct qualifications for your role. 

Differentiate your company

When you rely on job boards alone, the only thing you have to differentiate yourself from other employers is your job description. This is important, to be sure, but creative advertising mediums open up a new range of opportunities to set yourself apart using images, sound, video, real-world testimonials, and more. 

Communicate company culture

Think of your recruitment advertising like a puzzle piece. The right candidate is the matching second piece that fits perfectly into the first one. Crafting creative messaging helps you communicate your company culture in a way that encourages strong-fitting candidates to apply. 

Creative Ways to Advertise Job Openings That Will Attract Top Talent

1. Go big on billboards

Traditionally reserved for sales messaging, billboards are a great way to gain visibility among a huge volume of people quickly. Because their audience is limited to a single location, billboards are ideal for targeting candidates in a narrow geographic area. You could also use a billboard placed on a busy roadway to entice frustrated commuters to apply for an intriguing work-from-home role. 

A short copy and a quick, simple call to action are absolute musts to make billboard recruiting successful.  

2. Get personal with text messaging

Text recruiting, also known as SMS recruiting, allows you to communicate with candidates about job openings on a medium where your message is all but guaranteed to be viewed. Texting is highly personal, which is perfect for reaching out to a select group of prospects who would be a great fit for a job. 

Because of the highly personal nature of texting, you should use it only to send highly tailored messages relevant to the recipient, like sending an urgent opening to a handful of top candidates already on your shortlist. 

3. Include it in your packaging

It’s hard to think of a more engaged audience than a customer opening a much-anticipated package. Capitalize on their excitement by including a postcard or other bite-sized piece of recruitment marketing that highlights your employer value proposition and promotes your website’s careers page. 

4. Use QR codes

QR codes made a big comeback during the pandemic, and consumers have gotten used to scanning them for more information on everything from ticket sales to restaurant menus. You can leverage them to share the details of your job openings and drive to your recruitment materials. 

The beauty of QR codes is that they can be placed anywhere–on your product packaging, fliers, other marketing collateral, or even on the side of your building. 

5. Paper the neighborhood

You can’t go wrong with a good old-fashioned ‘Help Wanted’ sign. Use paper fliers to advertise job openings in your front window and anywhere else; advertising can be placed in your immediate vicinity: table tents in the cafeteria, on the desk in the lobby, and on the wall in the elevator to give you a few ideas.

6. Create a social media campaign

Anyone can copy and paste a job description to the company page on Facebook (and you should!). But you’ll have better results if you take your social media efforts a step further and create a comprehensive campaign that consists of multiple pieces of content designed to engage users on different channels. 

For example, you might share an employee testimonial on TikTok, create a ‘day in the life’ reel on Instagram, highlight your generous benefits on Facebook, and share job posts with relevant hashtags on Twitter/X. 

Related: We Are Hiring Social Media Captions

7. Leverage live streaming

In addition to helping you increase your social media reach, live streaming is a great way to spotlight your employer brand. You can engage viewers with interactive components like polls or do a live Q&A to address questions from prospective candidates.

8. Capture eyes with a pop-up

Website popups have an average conversion rate ranging from 3 to 10%, which tends to be even higher on mobile devices. If you use your website popups to advertise job openings, you could receive several qualified applicants for every 100 website visitors. 

This tactic works even better when you use software that can show popups strategically to specific groups of users, like visitors who have already viewed your careers page or people who have engaged with your recruitment marketing on social media. 

9. Host a virtual event

Virtual events appeal to candidates and employers alike due to their flexible nature and low barrier to entry. A hiring event like a virtual job fair allows you to interface with job prospects nationwide. In contrast, informational events like webinars can increase your exposure and build awareness among new talent pools. 

Related: Tips and Best Practices for Hosting a Virtual Hiring Event

10. Take advantage of free advertising

Don’t discount the power of cost-free advertising methods, like community bulletin boards. These can be found in coffee shops, gyms, laundromats, churches, grocery stores, parks, and other communal locations and offer an easy way to get your openings in front of hyper-local candidates. 

Colleges and other community organizations like professional networks may also offer free or low-cost opportunities to advertise your job openings. 

11. Take it on the move

If your city has a widely used public transit network, publicize recruitment messages on buses, trains, and cabs. Not only does in-transit advertising connect you with a captive audience, but it also allows you to tailor your message for people within specific neighborhoods or candidates who are already comfortable commuting for work. 

12. Advertise in newsletters

E-newsletters are all the rage right now. Reach niche groups by partnering with publications your ideal candidate is likely to be reading, whether it’s a parenting blog to reach moms reentering the workforce or an investing newsletter to reach people with a knack for accounting and finance. 

13. Amplify openings with podcasts

Podcasts are another great platform for reaching targeted audience groups. You can run traditional ads, played before, within, or after the regular podcast content, or native ads, where the host incorporates your message naturally into their script.

Another appealing thing about podcasts is that hundreds of thousands are out there. This means you’re certain to find a range of options that fit your budget and audience profile. 

14. Rely on word of mouth

At the end of the day, referrals remain the strongest and most reliable source for high-quality hires. Spread the word about your openings to everyone within your network, ask your friends to tell their friends, and make it easy for employees to share your openings. 

Additional Tips to Help Your Job Openings Get Noticed

Use strong imagery

Creative advertising gives you the advantage of using rich media like photos and videos to support your message. Make it count! Rather than using generic stock images, use real photos and videos of actual employees whenever possible. Images of people–specifically faces–are much more engaging than any other type of visual. Short video clips perform incredibly well, too. 

Write captivating headlines

You only have a few seconds–or, in this case, a few words–to capture a candidate’s attention. Every word must carefully convey why a candidate should apply for your work. AI tools like Chat GPT can help you develop clever, engaging, and concise headlines for your recruitment ads. 

Customize, customize, customize

We’ve already said it several times throughout this article, but the most effective job advertisements speak to a specific audience and its desires. Use candidate personas to help you narrow your focus on the type of person you’re looking for each job opening and create recruitment messaging that will attract them. 

By using one or more of these creative ways to advertise job openings, you can enhance your employer brand while increasing the effectiveness of your recruiting strategy. Do you have another great idea for reaching candidates in a competitive market? Connect with us on LinkedIn and share your thoughts!

Customer Relationship Management (CRM) employs practices, strategies, and technologies to manage and analyze customer interactions and data throughout the customer lifecycle to improve customer relationships, increase customer retention, and promote sales growth. 

TRM uses a similar tactic by creating, developing, and enhancing relationships with potential talent. It allows recruiters to contact candidates before, during, and after the hiring process. TRM also typically refers to software and systems that are in place to interact with candidates and databases that collect and maintain a wide range of candidate information.

What is Talent Relationship Management (TRM)?

Talent relationship management is recruiting and retaining the highest-quality employees for your company, which includes developing their skills, engaging them in their work, and leveraging existing talent to drive employee growth and mobility.

Building a dedicated, motivated workforce is a key to employee satisfaction, which is a significant factor in an employee’s decision to remain with your company and become a productive part of your organization for years to come. To achieve this goal, recruiters are increasingly utilizing TRM solutions. 

TRM solutions help HR teams build stronger relationships with candidates and retain their interest beyond the hiring cycle. TRM works much like an Applicant Tracking System (ATS) in that it helps HR recruiters manage talent relations and better connect with candidates. However, the ATS focuses on the hiring process, whereas TRM has a broader approach.  

Both ATS and TRM solutions utilize databases for candidate information. The difference is that the information in a TRM database includes more information. TRM automation is more sophisticated and interactive than traditional ATS solutions. ATS can automate many steps in the hiring process, such as job posting, resume screening, candidate contact, skills testing, and interview scheduling. A TRM solution can do all that as well as many other functions. 

Applicant Tracking Systems vs. Talent Relationship Management

The term ‘talent relationship management’ is sometimes used interchangeably with ‘applicant tracking system.’ In reality, though, these are two different things and have a few important distinctions. 

An ATS is a system a company uses to keep track of applicants and their information. It can assist with job posting, requisition tracking, resume screening, and candidate ranking, and it may also include the capability to message candidates. 

A TRM, on the other hand, helps recruiters nurture relationships with a wide range of candidates, not only those who are in a company’s funnel for a current job opening but those who have applied in the past as well as promising leads who have not yet applied for any position. It facilitates sophisticated segmenting that allows you to conduct tailored nurturing that’s specific to a candidate’s situation, the length of the relationship, and more.  

Many TRM systems incorporate ATS capabilities, but an ATS has a more narrow scope.

The Importance of Talent Relationship Management 

Although TRM solutions are fairly new in the hiring world, the principle behind them is not. Better talent relationship management, similar to the CRM strategy of better customer relationship management, is essential to an organization looking to leverage and keep top talent. Competition for top talent is as fierce as ever. You must build strong relationships with top candidates to recruit and keep them. The companies that employ the best strategic approaches in talent relationship management will be the ones that succeed at talent acquisition going forward. Here are some of the top benefits of talent relationship management:

• Allows you to stay ahead of the competition: Hiring, developing, and promoting top talent strengthens your organization and allows you to tackle changes to your business and industry better in the long term.
• Drives innovation as your company grows: Regardless of whether new technology or changing business needs drive growth, employees positioned to grow with your business enhance your ability to solve challenges better and innovate for your market.
• Builds more engaged teams: When you allow employees the opportunity to grow, develop, and advance their careers, you are more likely to engage and retain those employees.
• Reduces turnover: High turnover is costly, as are disengaged employees, especially new hires. Managing talent effectively helps reduce employee disengagement and mitigates turnover.
• Creates a strong employer brand: Your brand is what attracts customers and helps the company succeed. By utilizing strategic talent management that enhances employee trust, you can consistently improve your employer brand and your position in the talent market.

The Benefits of Recruiting With a TRM Solution

There are many benefits of TRM solutions. With their advanced searching and parsing features and high candidate information level, they are invaluable tools for recruiters and HR teams. Here’s a list of some of the many benefits of recruiting with a TRM solution: 

Better executive-level hiring

TRM solutions are very useful for recruiters who hire on the executive level. Executives typically hold their jobs longer, which makes the automated communication features of TRM a great tool for nurturing relationships with executive-level candidates.  

Better recruiting

The competition for qualified talent is significant for certain roles and across some industries. Finding and engaging that talent is essential, and you need the right tools to do it. A TRM solution that helps with workforce planning, sourcing, and applicant tracking throughout the hiring pipeline is important. Recruiters hiring for positions that require specific levels of experience can easily find qualified candidates using the TRM database.  

Enhanced social media hiring

Because many TRM solutions support social media integration, they are handy to recruiters. A strong social media presence has become important in the recruitment process. TRM solutions can aid in job promotion and candidate sourcing via social media platforms. An added benefit is that TRM solutions on social media enable employee referral programs of clients, making it easy for employees to share jobs with their online contacts and networks.

Deeper employee engagement 

Those candidates whose recruitment and onboarding experiences were positive will generally be more engaged employees and productive than those whose experience could have been better. Ongoing TRM solutions can help employees remain satisfied with their jobs and advancement opportunities. 

Minimize Turnover

Turnover is expensive. Typically, the cost of replacing an individual employee can range from one-half to two times the employee’s annual salary. TRM solutions can collect, track, and analyze data that can help pinpoint the causes of a high turnover rate. 

TRM is ultimately about establishing, tracking, and maintaining successful candidate relationships. These will ultimately aid in hiring the top talent. TRM allows you to make data-driven recruiting decisions in the recruitment process and far beyond to keep your talent engaged and productive in the workplace. 

Things You Can Do With TRM

• Engage candidates online through direct communications or via candidate marketing campaigns
• Improve the organization’s employment brand in the messaging process with candidates
• Use one system to manage all interactions
• Quickly source top talent and streamline the hiring process
• Create relationships with future job applicants
• Identify gaps in the talent pipeline
• Predict future talent shortages and take proactive steps before it becomes an issue 
• Use data collection to understand the skill sets of potential candidates better
• Improve the efficiency of the recruitment process
• Create a comprehensive database of available internal and external talent
• Improve retention by assisting in employee development.
• Stay in contact with former employees who may be good candidates for rehire
• Communicate about job openings within the organization
• Provide advancement options for employees 

TRM solutions streamline the hiring process through automation, which helps recruiters save time, better organize candidate information, and become more efficient in employee recruitment. The added benefit of a TRM solution is that it can aid in communicating with candidates throughout the hiring process, onboarding, and beyond. 

Tips for Effective Talent Relationship Management

The heart of any company is the people, and the quality and talent you hire and manage will significantly affect how well the company performs. However, traditional talent management doesn’t go beyond recruitment. Once a candidate is hired and onboarded, talent management stops.  

Effective talent relationship management goes beyond the recruitment process by encouraging and nurturing employees so both the employee and the company can maximize their potential. An organization that not only attracts and hires high-caliber talent but retains that talent by utilizing an effective talent management strategy can consistently outperform its competitors. Let’s look at the three key components of effective talent management.

Talent allocation

How you allocate the available talent in your company affects how well your company will perform. You want the best person in each role so they can achieve success based on the key business objectives or priorities of your organization. Implementing strategies to reallocate talent based on priorities ensures you maximize performance. An added benefit of employing talent allocation is that you’re providing opportunities for employees to move up, which helps retain the top talent. This equates to the growth of both the employee and the company. 

Candidate and employee experience

Managing the candidate experience can make all the difference between hiring the top talent or settling for mediocre talent. HR teams now see the need to move beyond nurturing candidates only throughout the hiring process and continue to play a role in the development and growth of employees throughout their time with the company. Becoming a key stakeholder in the employee experience promotes an atmosphere where the employee feels valued, which enhances their satisfaction and productivity at work and ultimately helps in employee retention. 

Aligning HR 

Aligning your HR team with your company’s objectives and priorities allows the team to take a strategic approach to talent management. When HR knows where the company is looking to go, it has a better chance of leveraging talent to meet specific objectives and priorities. This benefits both employees and the organization. When your HR team is in sync with company objectives, they can make the strategic decisions to keep the top talent you’ve worked hard to attract and hire. If not, you might find your best talent looking elsewhere in six months.

Healthcare Recruitment Strategies

Improve your job descriptions

Your job descriptions are the first thing that pique a candidate’s interest–or completely dissuade them from applying. Most employers don’t give job descriptions the level of attention they deserve. Your job descriptions should be calculated, written to attract the type of candidate you want, and spoken in a tone that’s aligned with the type of workplace you want to convey. 

Focus more prominently on what the applicant will gain from the job versus the nuts-and-bolts requirements. Here’s an example:

Example 1: Seeking a certified nursing assistant with four years of experience in a residential care setting.

Example 2: Make a meaningful impact on our residents’ lives through compassionate, knowledgeable care as a CNA. 

Both intros could be used interchangeably for the same position, but example number 2 clearly speaks to an applicant’s sense of purpose. You could change it up further if you were looking to attract candidates who wanted to relocate or people looking to work nonstandard hours. 

In this way, use your job descriptions to compel candidates with the specific qualities you want to attract.

Related: How to Create Job Descriptions With ChatGPT

Offer competitive compensation, benefits, and perks

In this incredibly challenging labor market, the value of excellent compensation can’t be overstated. In a survey of thousands of job seekers, pay was the number one factor that drove people to leave a job within the last 12 months. 

Employers should conduct ongoing research to ensure salaries are competitive with the market rate. Benefits like great health insurance and retirement savings plans are a must. At the same time, additional perks like sign-on bonuses and scheduling flexibility can help move the needle in your favor among top candidates. 

Focus on your employer brand

The importance of your employer brand is a topic we come back to repeatedly, but it bears repeating. Companies with a strong employer brand hire faster, keep employees longer, and spend less on hiring.

Focusing on your employer brand goes hand in hand with developing a strong recruitment strategy, which improves your hiring effectiveness. To create an appealing employer brand, highlight the unique value proposition you–and only you–can offer to candidates. Why should they work for you and not the hospital across town? Spotlight your outstanding benefits, strong company culture, advancement opportunities, employee success stories, and anything else that sets you apart. 

You can stay on top of how you’re doing in these areas by sending—then actually using the feedback from—candidate feedback surveys.

Improve your website experience

For many candidates, their first impression of your organization will be your website. Improve recruitment engagement by making your onsite experience seamless and enjoyable.

Make your Careers page easy to find. Don’t hide it at the bottom, buried in your footer. Instead, give it a designated section on the home page and make it easily discoverable within your main navigation.

On your Careers page, ensure you clearly communicate your value proposition to candidates. Use things like positive employee testimonials and videos to boost engagement on the page.

Finally, work to eliminate friction from your website application process. There’s nothing more groan-inducing than an application system that requires the candidate to upload their resume and then manually input the exact same information from their resume line by line. Simplify the process, condensing it to as few steps as are practical to gather the information you need.

Source on healthcare-specific job boards

While there’s nothing inherently wrong with posting on generic job boards like Indeed, these outlets do tend to attract a lot more noise in the form of unqualified candidates and irrelevant applications. Narrow your focus and reduce the amount of screening you must do by sourcing on job boards dedicated to the healthcare industry. Some examples are Nurse Recruiter for nursing talent, MGMA Career Center for management professionals, and Health eCareers for all specialties.

Employ automation 

Recruiters have more technology at their fingertips than ever before. Are you fully harnessing its power to source and engage candidates? Improve your healthcare recruitment strategies by automating important but repetitive steps in your hiring funnel.

Here are just a few examples of sourcing tasks you can automate:

• Posting to job boards
• Screening resumes
• Chatting with prospective candidates on your website
• Identifying candidates on platforms like LinkedIn
• Sending outreach messages
• Rediscovering talent already in your CRM
• Scheduling interviews
• Distributing pre-interview assessments

By saving time on these automation-friendly activities, you’ll have more time and energy to engage qualified applicants. 

Develop relationships with colleges and universities

In today’s healthcare industry, there are more vacant positions than there are professionals to fill them. The nursing field, for example, currently graduates an estimated 155,000 new nurses each year, yet the Bureau of Labor Statistics projects the nation will need more than 1.3 million new nurses by 2026.

In the competitive healthcare landscape, new graduates are a key candidate demographic you’ll need to tap into if you want to fill vacancies promptly. Once graduation day hits, the best new candidates are often inundated with messages from recruiters and even direct offers from companies, so it’s important to reach them before they even walk across the stage.

You can begin positioning your employer brand among students in healthcare by developing relationships with colleges and universities. Participating in job fairs, sponsoring on-campus events, and collaborating on an internship program are all ways to reach up-and-coming healthcare talent.

Of course, you’ll want to be sure to balance your healthcare recruitment strategies targeting new grads with efforts to reach more seasoned candidates.

Follow interview best practices

The interview is a major factor in assessing candidates. But in a competitive market, it’s also one of the primary sources of information for candidates assessing you. Make it a positive experience that leaves candidates feeling enthusiastic by following interview best practices. 

Optimize your time by asking strategic questions that focus on qualifications. Prioritize questions that can help you identify crucial soft skills like dependability, attention to detail, and problem-solving. Ask all interviewees the same questions to help you weigh candidates fairly against one another. Allocate enough time for candidates to ask their own questions and answer them thoughtfully. End the interview on a high note. 

Take it off email

Email may be the communication platform where we spend the most time (the average American worker devotes a staggering five hours per day to checking and responding to emails). Still, it’s certainly not the one where we’re the most engaged. The average email open rate is around 20%, and a mere 6% of emails elicit a response.

Text messages, on the other hand, get our attention nearly every time, with open rates close to 100% and a response rate of 45%. Competitive healthcare recruiters can benefit by reaching candidates on platforms where they’re more engaged, like via text message. You can boost candidate engagement by using texts to communicate on various parts of the hiring process, like:

• Confirming the receipt of applications
• Scheduling interviews
• Sending status updates
• Following up about missing information, like references or background checks

Just be sure to get candidates’ permission to contact them via text during the application process (like via a simple yes/no toggle button) and provide ample opportunity for them to opt out.

Continue to engage your talent pool

Remember, your talent pool isn’t limited to the candidates who apply for your position directly. Professionals who have applied in the past but do not yet work for you can also be a promising source of talent, like candidates who came in as a close second place for a position or who were great in interviews but not quite the right fit for the role they applied for.

Boost candidate engagement by maintaining an ongoing line of communication with this segment of candidates. Send them alerts when new positions open up, and check in occasionally to see if there’s a fit between your vacancies and their skills. You might even collaborate with your marketing department to create campaigns targeting this passive candidate audience.

Shorten your time-to-hire

Healthcare is known for having a lengthy time-to-hire. It’s the longest time listed of all fields covered in a cross-industry survey of hiring indicators, with an average vacancy length of 49 days. The longer your time-to-hire, the greater the likelihood that you’ll lose out on a top candidate to someone else, or worse, the candidate will lose interest in the position. Shortening your average time-to-hire is one of the most impactful things you can do to improve your chances of landing top talent.

While you don’t want to cut corners when performing your due diligence on candidates, there are some steps you can take to cut down on logistics to accelerate the hiring process. Whenever possible, coordinate schedules among interviewers to book all necessary meetings with a candidate on the same day, especially those that require the candidate to be on site. Automate your pre-screening process (more on this below) so that you don’t have to screen candidates manually, one by one, which can be incredibly time-consuming.

Keep a close eye on your time-to-hire and other recruitment metrics on an ongoing basis to ensure you’re consistently improving them—and, importantly, to make sure your time-to-hire isn’t getting longer.

Related: How to Leverage Data to Improve Your Recruitment Process

Improve Your Healthcare Recruitment Strategies by Partnering with 4 Corner Resources

If you want to shorten your time-to-hire, create more positive candidate experiences, and ultimately win the best talent, turn to the staffing professionals at 4 Corner Resources. We help companies like yours stay ahead of the hiring curve in competitive fields like healthcare, sourcing professionals in medical billing, coding, claims, pharmacy tech, patient customer service, and more.

Adding a professional staffing firm to your healthcare recruitment strategies can give you a leg up in the current candidates’ market. With contacts nationwide, from entry-level to the C-suite, we can build a wider candidate pool and cut out the time you spend on sourcing and screening. We have a decade of experience working with organizations of all sizes, from small businesses to enterprise-level, and we can create a staffing plan that works within your budget and time frame.

Contact us now to open the conversation and start hiring better candidates today.

Banking, insurance, accounting, and other financial-related organizations contend with intense competition for employees and a need for experienced prospects. In the insurance industry, for example, an estimated 50% of the workforce is expected to enter retirement by 2028, creating a huge surplus of open positions. 

According to the Bureau of Labor Statistics, the unemployment rate for the finance and insurance sector sits between 2 and 2.5%, which is well below the overall national unemployment number of 3.9%. Job openings for personal financial advisors are projected to grow 13% by 2032, a figure that is much faster than the average for all occupations.

Simply put, openings are many, candidates are few, and challenges abound regarding financial recruiting and staffing.

10 Hiring Trends in Financial Services

Evolving customer demographics

Millennials are transitioning into their 30s and early 40s, and they continue to disrupt traditional patterns of banking and insurance services. As they age, they accumulate more wealth, yet they are less likely to drive an automobile or own a home, unlike previous generations. Diversity also defines Millennials and Gen Z (which includes people born after 1997). These changing customer demographics translate into more emphasis on diversity recruiting, bilingual job candidates, and desirable positions like virtual bank teller, customer experience designer, and digital product manager.

Digital transformation impacts job requirements

As financial services companies strive to engage consumers, generate better efficiency, and increase profitability, they rapidly incorporate automation, artificial intelligence technology, big data analytics, and mobile technology. Studies indicate that most Americans use mobile apps to manage their banking, with only 9% choosing to go into a physical branch to complete transactions. Administrative tasks are becoming automated, so companies and finance and accounting recruiting firms are tasked with filling more strategic roles that require a mix of technology skills, business acumen, and analytical abilities. Financial and accounting companies need employees who can do more than crunch numbers to keep up with technological advances.

Remote roles level off

Many financial service firms are reverting to pre-pandemic norms and calling workers back to the office. However, workers aren’t so gung-ho about the movement, and remote and hybrid roles are in high demand. The finance field is around the middle of the pack regarding the number of remote openings by industry. So, offering location flexibility can be a distinct competitive advantage in a challenging labor market. 

AI upends the landscape

Artificial intelligence hasn’t just changed the playing field regarding hiring; it’s turned it on its head. AI can now assist with the spectrum of hiring activities, from the low-level, like screening resumes and scheduling interviews, to the high-level, like using predictive intelligence to anticipate a prospective candidate’s future success rate on the job. 

AI has also changed the game when it comes to financial roles. Forward-thinking employers must reimagine how technology plays into job requirements, seeking professionals who can leverage AI to increase human workers’ impact and support organizational goals.  

Increased competition for entry-level candidates

Financial services firms and insurance companies typically employ a large number of entry-level team members. They are battling with “fintech” and “insurtech” organizations, which are also in the market for exceptional young talent. Interestingly, many Gen Z members do not feel as confident with their soft skills (like communication, teamwork, problem-solving, and adaptability) as they are with their technical abilities. This gives companies with organized mentorship programs an advantage in attracting, hiring, and retaining young talent.

Changing and complex regulations

Financial institutions are confronted with the General Data Protection Regulation and other regulatory standards related to data ownership and privacy. They also have to manage hundreds upon hundreds of pages of other guidelines. Compliance is a complex subject. Financial service recruitment is placing more importance on talented candidates to fill positions like compliance officer and financial and regulatory analyst.

Cybersecurity talent shortage

When companies are impacted by a data breach, consumers are highly likely to stop engaging with their brands. Financial industry firms need more security since protecting customer data is imperative. 

Financial companies are enhancing data security to combat cyberattacks, but recruiters and headhunters face a talent gap. Job openings in this sector are projected to grow by a massive 32% by 2032. Women comprise of just 11 percent of the information security workforce, according to a Frost & Sullivan survey of more than 19,000 information security professionals from 170 countries. These factors will require companies to ensure equal pay and zero tolerance for discrimination to attract and retain qualified prospects.

A shortage of mid-career employees

Many people left the financial services industry after the crisis in 2008 and the lean economic years that followed. This, coupled with the staggering number of job quits during the Great Resignation, has created a shortage of mid-career candidates, and there are even fewer upper-level professionals in the financial industry job market. This represents an opportunity for financial recruiters and staffing agencies to attract talented professionals with experience in accounting and other finance-related tasks.

Attracting Gen Z employees

Gen Z, the portion of the population born after 1997, represents a growing workforce segment. It’s an age group that has grown up amid global, societal, and economic uncertainty, and as such, members of this generation are more comfortable with job hopping and short employment stints than their older peers. However, they’re also driven by a desire for financial stability and a sense of meaning from their work. As this population group increasingly enters the workforce, employers must create hiring strategies that cater to their unique needs and demands. 

Related: How to Recruit Gen Z

Separating skills from job titles

When an employee becomes dissatisfied with their job, they’ve historically been faced with a choice: suffer through or look elsewhere. The modern landscape means employers no longer have to force employees to choose; instead, financial organizations can prioritize retention by using skills rather than job titles to define employees’ roles. With upskilling and reskilling, employees can find job satisfaction in new ways while acquiring knowledge that benefits the organization. Disconnecting skills from job titles in this way allows teams to better leverage individuals’ strengths to serve the company’s needs. 

Tips for Recruiting Financial Industry Professionals

Now that you know the current landscape better, here are some tips for recruiting qualified talent in the financial industry.

Write exact and concise job descriptions

To weed out candidates who are not a fit for your specific opening, highlight the precise technical abilities and soft skills you are looking for. Be clear with the job title and job requirements, make sure that it is well-written and grammatically correct, and use easily understandable language that does not include jargon and euphemisms

Use employee referrals

Research has shown that employee referrals are an effective way to recruit millennials. Companies seek input from employees to recommend ideal professionals who would make exceptional candidates for open positions, and these employees are rewarded with attractive perks and rewards. A ringing endorsement from a current employee is one of your company’s best recruiting tools.

Leverage alternative sourcing channels

Referrals are an excellent way to find candidates if you can get them. But you can also tap into new and diverse talent pools by expanding your strategy to include nontraditional sourcing methods. Sourcing from online communities, expanding your social media presence to platforms like TikTok, and hosting webinars are just a few ideas to reach more candidates. 

Related: 10 Innovative Sourcing Techniques For Recruiters

Create and promote a strong employer brand

An employer brand describes a company’s reputation as a place to work. Healthy employer brands are cultivated by team members at all levels who don’t hesitate to discuss why they love their jobs and employers. In the financial services industry, which is stereotypically unexciting and conservative, it is effective to differentiate your employer brand by showing you are anything but boring – while maintaining professionalism, of course. 

The Motley Fool is a prime example. Striving to break free of its industry’s buttoned-up image, this financial services firm allows employees (also known as “Fools”) to choose their own job titles. On a new recruit’s first day, he or she experiences “Foolientation,” which includes pushing the “New Fool Cart” loaded with beer and food around the office. This is one aspect of introducing new employees to the company culture, and it is common for new hires to post details on their social media pages happily.

Emphasize social media

In addition to the aforementioned examples from The Motley Fool, your company can stand out by advertising open positions on social media and incorporating video interviews with team members in the same roles. These interviews offer a glimpse into the company culture and a “day in the life.”

Build an appealing career site

An engaging career site on your website is a perfect way to make a positive first impression. It is also important to have a prominent presence on job boards where finance and accounting professionals traditionally search for opportunities. 

Highlight security and stability

As we touched on earlier, financial stability is a big concern for millennial and Gen Z candidates. Companies are at an advantage in the financial industry, which has an established reputation of stable and well-paying jobs. Employers can capitalize on this by creating recruitment marketing emphasizing job security, lucrative salaries and strong advancement opportunities.

Craft compelling candidate messaging

Part of the uphill battle in finance hiring comes from the industry’s image problem. Firms are often viewed (whether validly or not) as stuffy, uptight, and impersonal. Break away from this negative perception by creating candidate messaging that’s compelling and warm. Use a candidate nurturing strategy to communicate your company culture, foster trust, and build enthusiasm around your employment opportunities. 

Go international 

Virtual hiring and employment capabilities mean your search needn’t be constrained by geographic borders. In fact, some of the biggest hotspots for financial talent are far outside of the 50 states. For example, insights from LinkedIn show that some of the top locations for accountants are India and Brazil, while controllers frequently come from South Africa and the Netherlands. Expanding your search to include international candidates can greatly widen your talent pool.  

Let Us Help You Find Top Finance Candidates

We are an experienced and innovative leader in helping companies like yours find skilled and qualified team members for your vacant positions, especially in the ever-evolving context of hiring trends in financial services.

At 4 Corner Resources (4CR), we offer staffing solutions tailored to the unique needs of businesses of all sizes – from startups to SMBs and large corporations throughout the United States. Our deep understanding of the hiring trends in financial services, combined with our knowledge and passion for what we do, and our flexible terms and conditions set us apart in the world of headhunting and recruiting.  

If you need help identifying the right candidates for your vacancies, especially in light of the dynamic hiring trends in financial services, our recruiters welcome the opportunity to connect! Our headhunters are on standby to help you transform your workforce and find the ideal candidate today, keeping you ahead in a competitive financial services market.

The workforce makeup has changed rapidly in the last five years, leaving many companies trying to figure out how to appeal to millennials. What do millennials want? How do they choose where to work? What are some best practices for attracting millennials to the workplace? We’ll cover it all here to help you build a recruiting strategy that appeals to this important age group. 

Characteristics of Millennials in the Workplace

We’ve addressed some of the differences between millennials and baby boomers in the workplace in a previous article. However, to attract and manage millennials in your organization, it’s helpful to understand some of their critical characteristics, so we’ll touch on those for a moment here.  

Millennial workforce trends span a variety of topics. Some pertain to their expectations of workplace culture, environment, and flexibility, while others deal with more tangible topics like their desired compensation, benefits, and advancement opportunities.

Workers of this generation sometimes get a bad rap, frequently stereotyped as being lazy, narcissistic, coddled, and less likely to stick with one job for an extended period. Millennials do indeed switch jobs more than their older peers; Gallup called them the “job-hopping generation,” and found that 21% of millennials have changed jobs within the past year. That’s more than three times the number of non-millennials who say they’ve changed jobs. 

On the positive side, millennials are also often regarded as being more aware of diversity in the workplace, being inspired by an organization’s values, and having fresher perspectives and greater technical skills than previous generations. After all, millennials are digital natives — they grew up using portable devices, computers, and social media that either didn’t exist or weren’t available to the general public in previous generations. They’re unattached to organizations and institutions instead of hitching their proverbial wagons to values and movements they care about.

So, the question remains about how to attract millennials to your business — what can you do as a small to midsize business (SMB) manager or human resources expert to get the younger generation through your doors?

Tips for Attracting Millennials to the Workplace

Here are nine things you can do to attract millennials to your organization. 

1. Promote positive values and an engaged company culture

Millennials want to feel like their efforts and ideas matter. This is why creating a millennial work culture or company culture that includes values younger employees can stand behind is essential. It’s equally important to create an environment that promotes diverse viewpoints, transparency, and openness — meaning an inclusive culture or set up so everyone can participate and follow the same set of rules.

A great way to help your company connect with millennial applicants is to ensure they receive a tour of your office—whether in person or virtual—as part of the application process. Connect them with managers and other employees who can share their experiences about working at your organization to help them visualize what it might be like to work there. If candidates see themselves in a role, they are more likely to accept your employment offer.

2. Offer flexible work opportunities

Flexibility isn’t just a nice-to-have but a must-have for millennial employees. According to Deloitte’s 2023 Gen Z and Millennial Survey, 75% of millennials currently in a remote or hybrid role say they’d consider looking for a new job if asked to come into the office full-time. One of the most effective methods of attracting millennials to the workplace is integrating flexibility into business practices and employee benefits. 

Nonmonetary benefits such as flexible hours and remote work opportunities appeal to this generation of candidates because they provide more freedom to work around the employee’s interests, hobbies, and family responsibilities, which many of them place a higher value on than their 9-to-5.

3. Improve internal communication

Internal communication is essential for smooth company operations; it gives people the information they need to do their jobs. For millennials, however, communication is about more than just obtaining clear instructions; unlike Boomers, who were a ‘keep your head down and do your job’ type of group, millennials want to feel a sense of connection to their employer and peers that’s deeper than their list of daily to-do’s. In fact, 62% of millennials say their job is central to their identity. 

Strong internal communication means leading from the top down and providing transparent company goals and decision updates. You can achieve better communication by having conversations/distributing messaging and doing so on various mediums, like a combination of face-to-face and digital interactions. Also, provide channels by which employees can make their voices heard by company leaders. 

4. Offer transparent compensation that reflects the skills you seek

Millennials grew up in a time of economic instability with the recession that hit in the mid-2000s. As such, many crave financial security. If you’re looking for someone with a lot of technical skills or expertise, don’t shortchange millennials simply because they’re young. Offer compensation representative of the knowledge, skills, and expertise you desire for each position, regardless of how long the candidate has been in the workforce — and be transparent about it.

According to Professor David Burkus at Oral Roberts University, pay transparency is vital to many millennials:

“Pay transparency — sharing salaries openly across a company — makes for a better workplace for both the employee and the organization. When people don’t know how their pay compares to their peers, they’re more likely to feel underpaid and maybe even discriminated against.”

Some companies, like Buffer, have doubled down on becoming leaders in pay transparency, making all salaries for every role in the company publicly available online. 

5. Support mentorship and learning opportunities for growth

Millennials place a high value on growth opportunities when considering employers. In a Deloitte survey of more than 7,500 millennial workers worldwide, 71% percent of those likely to leave their jobs in the next two years said they were unhappy with how their leadership skills were being developed.

This is in alignment with Gallup research, which found that learning and growth opportunities strongly appeal to millennials when they apply for jobs:

“Millennials care deeply about their development when looking for jobs and — naturally — in their current roles. An impressive 87% of millennials rate ‘professional or career growth and development opportunities’ as important to them in a job — far more than the 69% of non-millennials who say the same.”

To enhance your existing growth opportunities, make training available 24/7/365. With the proliferation of online training resources, businesses large and small can provide access to vast and comprehensive educational resources.

6. Showcase how you’ll use their skills

Millennials want to feel like they’re contributing to their full potential. In the same Deloitte survey we mentioned earlier, only 28% of workers in this age group felt that their current organization was making “full use” of their skills, which contributed to feelings of disloyalty. Make it a point during your recruiting process to highlight the particular skills that make a millennial an attractive candidate for your company and how you plan on leveraging them to advance the company’s goals.  

This generation also wants to feel like they have the resources and support they need to thrive in a new job. In a Qualtrics survey, millennial employees said they expect employers to offer the following:

• Sufficient training (40%)
• Goals and expectations to be clearly established (31%)
• All the information they need to get the job done (30%)
• Reasonable goals and deadlines (26%)
• Leaders who are demonstrably invested in their success (23%)

Showcasing how you’ll set millennials up for success helps them see where they’re headed, not just in a new role but within the company, which can promote greater longevity.

7. Promote diversity

Millennials want to work at diverse companies. 74% say their organization is more innovative with a culture of inclusion. But what exactly does that mean?

For millennials, the term “diversity” covers everything from racial, gender, and sexual differences to differences of perspective and opinion. They believe pursuing such diversity should be the rule rather than the exception. That should be no surprise since millennials are the most diverse workforce, with 44% of workers in the age group categorized as a minority.

Millennials are more comfortable than some of their older peers with potentially uncomfortable conversations, like those around workplace diversity. They are more likely to embrace the chance to engage on the topic rather than shy away. As an employer, you can appeal to this preference among millennials by showcasing how you promote and advance a culture of inclusion within your company.

8. Empower employees

Millennial employees want to feel empowered to drive change in their companies. Unfortunately, it’s a demand that’s not being met in a meaningful way by many organizations. More than a third of millennials say their employer makes decisions from the top down rather than acting upon employee feedback when deciding on the best course of action. 

Employers can capitalize on this unmet need by highlighting how you empower staff. Some examples include giving workers time and location flexibility, involving team members in company decisions, and providing financial or otherwise incentives for strong performance. 

Not only does employee empowerment help attract millennials, it leads to stronger engagement, reduced absenteeism, and higher productivity, which are wins no matter which age group you’re focused on. 

9. Prioritize corporate social responsibility (CSR)

Corporate social responsibility refers to a business approach that prioritizes initiatives that will have a positive, rather than a detrimental, impact on society. For millennials, CSR plays a big part in choosing where to work. 

Climate change, for example, is a huge concern for this age group. Seven in ten millennials say they actively try to minimize their carbon footprint via their choices about family planning, home improvements, purchases, diet, and yes–their choice of employer. They also believe companies are responsible for helping employees learn the skills to succeed in a low-carbon economy. 

Other important social issues for this age group include mental health, accessible health care, and equality. For business leaders hoping to build a future-proof workforce, the call to action from millennials is straightforward: put your money where your mouth is on social responsibility and make your efforts to accelerate progress in these areas known.

Work with a Recruiting Firm That Understands Millennials

Is attracting millennials to the workplace something your business struggles with regularly? You’re not alone. This is a challenge many clients are facing when they meet with us. The professional staffing team at 4 Corner Resources (4CR) is here to help.

Employing proven strategies and best practices, we attract, source, and screen the best candidates for clients across various industries — everything from IT to legal support to healthcare.

Speak with one of our experienced and knowledgeable recruiters to see how our professional staffing services can meet your staffing needs.

Even though virtual hiring events are often easier to pull off than in-person fairs, there is still a long list of things you need to make sure to do for the event to be a success. First, you’ll need to figure out when you’re hosting the event and who you’re hosting it with. Then, you’ll need to decide what platforms to host the event, dates that will work for everyone, and how you’ll inform people of the virtual hiring event. But before we get into our tips for how to host a virtual hiring event, let’s talk more about what you can expect.

What is a Virtual Hiring Event?

Virtual hiring events, or virtual career fairs, are events where staffers and recruiters look to hire new team members for their company. They can be done on a small scale, featuring just your company, or they can be done on a larger scale by teaming up with other organizations.

Virtual hiring events differ from traditional career fairs in that they’re conducted online. Virtual career fairs typically take place over Zoom or a similar platform, with attendees receiving a link to enter the event after they’ve registered.

Benefits of Hosting Virtual Hiring Events

Many companies are turning to virtual hiring events thanks to the benefits they come with. Here are a few of the major ones.

Efficiency

There’s no better way to connect with a large number of prospective candidates in a short amount of time. Virtual career fairs give you options for interacting with multiple candidates at once, from breakout sessions where attendees chat with a speaker in a small group setting to group interviews where candidates are asked questions and assessed on the spot. Plus, once a candidate registers, you have their contact information for future nurturing.

Convenience 

Virtual hiring events are convenient for both hosts and participants. They can be held over a day or several days, allowing candidates to attend at a time that works best for them. Plus, no one has to spend time traveling to and from the event. 

Candidate assessment

One of the most complex parts of hiring for remote jobs is accurately gauging how well a candidate will interact with the team when they’re not in the same place. The virtual nature of an online job fair lets you get a feel for how a candidate might perform in a work-from-home environment, which is crucial when hiring for remote and hybrid roles. 

Affordability

The most beneficial part of virtual hiring events for the employer is that it is incredibly cost-effective. Holding in-person events is expensive, and there’s much more to coordinate between finding a location to host it, putting together the details, assigning meetings, and setting up individual interviews. Career fairs can help you maximize the ROI of your recruiting budget and allocate money that would have been spent on in-person events to other areas.

How Do You Host a Virtual Career Fair?

Hosting virtual career fairs or hiring events may seem complicated but it is fairly easy. We’ll go into more detail below, but to host a virtual career fair, you need:

• A virtual platform to hold it on
• An effective strategy to ensure it’s not a waste
• A marketing plan to promote it
• A way to follow up with the attendees

Steps on How to Host a Virtual Hiring Event

If you want the best virtual hiring event, follow our ten tips below with advice on things to do to ensure your event goes off without a hitch!

1. Pick the right virtual hiring platform

One of the most important things you can do when hosting a virtual hiring fair is to ensure you have the right platform. There are many virtual hiring platforms to choose from, and the best one for you will depend on your overall goals and what you need to do. Sometimes, if your virtual hiring event is small enough, people have success doing it over Zoom or Google Meet.

However, if you plan to host a more considerable virtual fair, then you’d probably be better off with a platform designed to host many people without flaws. Plenty of platforms will allow you to group people into specific areas and more, which is useful when dealing with dozens of potential hires. 

A few virtual hiring platforms that have been suggested are Brandlive, Brazen, 6Connex, and EasyVirtualFair. However, be sure to look at their packages from the perspective of your company, as each of these platforms has different features.

2. Plan everything out

When creating a virtual event, you need to plan everything out. First, start with a session with your recruiters and define your overarching goals as a company. You need to have a clear idea of what type of hire you’re looking for, but you also need plans for interviewing, getting to know, and interacting with each individual. 

With in-person events, some people mingle and stay occupied that way. With virtual events, that’s not an option. So, if you don’t have a seamless plan, you may end up with awkward pauses and candidates waiting in random virtual meeting rooms, which looks disorganized as a company.

3. Don’t go over budget

Virtual hiring events are cost-effective, but you may spend more on marketing than in-person events. This is why it’s imperative to start with a budget. It would help if you got the word out.

Your budget will depend on the size of your event, but you should expect to pay anywhere from $5,000 to $50,000+, depending on the platform you choose and your marketing budget. That being said, this is much more affordable than holding the event in person.

4. Put some effort into looks

Depending on the virtual hiring event software you use, you may have the opportunity to build out your booths or fairs to make it look like an in-person hiring event. If you’re working with other companies, have strict guidelines on what they can and can’t include in their booths. 

If you’re working alone, be sure your virtual hiring event looks professional. You don’t want to skimp on the platform or how it looks – remember, those attending are getting their first impression of you and your company from this event.

5. Hire someone to help if you can

Virtual events are different than in-person events–immensely so. Hiring an expert may be beneficial if your team isn’t experienced in virtual events. They can create a step-by-step plan to ensure that the event goes smoothly.

6. Start a couple of months in advance

This is an event that you can only throw together on time. It requires a lot of planning and promotion to make this work, so you’ll need to start ahead of time. Make sure you choose a date that is at least eight weeks in the future so you can strategize for your marketing plan.

7. Craft a marketing plan

Ideally, you’ll need at least a month to market your hiring event, if not more. The larger the event will be, the longer you should promote it. One of the most important aspects of marketing is to ensure you’re spending your marketing budget well. It would be best if you had enough time to do some simple a/b testing to look at how your ads are performing and where they are performing.

Depending on your niche, you may run Facebook, Indeed, ZipRecruiter, Instagram, and more ads. Each business performs best on different platforms, so look at your target audience. If you haven’t worked in marketing before or don’t have a marketing team member, you’ll want to hire someone for this. Marketing your virtual hiring event will determine whether or not it’s a success, so this is not something to skimp on.

8. Run a test

Chances are, you will be working on a brand-new platform you aren’t too familiar with. Because of this, you must run tests beforehand. Have your current employees sign up for accounts and attend a mock virtual hiring event. 

9. Stick to the schedule

When you have your virtual hiring event, ensure you stick to the schedule. Since this is a virtual event, it’s easy to lose track of time when talking to specific candidates. Most people have things to do outside of this event, so remember that they won’t be able to spend hours beyond the schedule stated in the ads.

Be respectful of others’ time. That’s why making a schedule and doing the mock hiring event is important to ensure you give yourself enough time with the schedule you have laid out.

10. Follow up with your candidates

Finally, after your successful virtual hiring event, you must follow up with your candidates, even the ones you aren’t hiring. It’s important to let those know they won’t be going through the next step in the hiring process so they aren’t left waiting for a response.

Hosting your virtual hiring event may sound like a long process, but it’s gratifying! Virtual hiring events will allow you to interview diverse candidates cost-effectively. With these tips at the forefront of your operation, there’s no doubt your virtual hiring fair will succeed!

Related: How to Give Your Candidate Interview Feedback (Positive or Negative)

11. Analyze the effectiveness of your virtual hiring event

The overall goal of holding a virtual hiring event is to hire successfully while reducing costs. Assessing your results after the fact is essential to determine how well you’re achieving these goals. 

Some of the most important hiring fair KPIs to measure include:

• Attendance
• Engagement
• Candidate quality
• Candidate experience
• Conversion rates (attendee to application, application to interview, interview to hire)
• Cost per hire

It would be best if you also went back occasionally to assess the long-term impact of your hiring events. You can do this by examining metrics like retention and new hire success six months to a year after the virtual hiring fair. 

Recruit Successfully With Help From 4 Corner Resources

Virtual hiring is new territory for most businesses, so if you need help navigating this uncharted area, we would be happy to assist! 

Our staffing experts have over fifteen years of experience attracting, interviewing, and placing top talent quickly. We offer various services that can meet your unique hiring needs!

Benefits of Facebook Recruiting

First and foremost, the size of the talent pool on Facebook is unparalleled. When you think of social recruiting, LinkedIn might be the first platform that comes to mind, but its user base pales compared to Facebook’s. More than 3 billion people use the platform monthly, with over 2 billion logging in daily. No other app or platform comes close to those kinds of engagement numbers.

Recruiting on Facebook can be highly cost-effective. You’ve probably heard talk of how companies have to “pay to play” on Facebook, and that’s partially true (more on this later). But, if you allocate even a small budget strategically, it can help you zero in on particular groups of users you’re trying to reach and can also help boost the reach of the non-paid content you’re posting.

Facebook is also a less crowded space for recruiters. According to Jobvite’s Employer Recruiter Nation survey, 41% of recruiters use LinkedIn to source candidates, but only 20% use Facebook. On the other hand, candidates are very likely to use Facebook, with about 83% of job seekers being active on the platform. 

Finally, recruiting on Facebook can help you reach active and passive candidates. Candidates who aren’t currently job searching might go months without logging into LinkedIn or perusing a job board. On the other hand, Facebook is a platform most people check regularly to keep up with friends, family, and current events. When you use Facebook for recruitment, you have the advantage of getting in front of those passive users who might not otherwise learn about your open positions.

Tips for Posting Jobs on Facebook

Write a thorough job description

Social media content may be bite-sized, but your job descriptions should still be thorough. Write descriptions that accurately convey the job duties in easy-to-understand language. Imagine your ideal candidate as you write. What type of language and information would get them to stop scrolling and notice your job?

Provide key details

People who see your job on Facebook might not have been job searching when they came across your post. Thus, it’s important to include all the essential details, like the job title and location, to help narrow your focus on the right audience. Consider including other pertinent details that candidates in today’s market want to know, like the salary and whether the position is fully or partially remote. 

Think mobile

The majority of people who use Facebook do so on a mobile device. Your job listing–and the application process that accompanies it–should be designed with this in mind. Ideally, make it so that candidates can apply with just a few taps. Then, use Facebook Messenger and other candidate messaging tools to learn more about them and complete further screening. 

Use rich media

One downside of using Facebook for recruiting is that you’re competing with funny Reels and cute baby animal photos for users’ attention. This means you have to go beyond just posting a wall of text. Engaging media like pictures, videos, and slideshows can help your post get a higher reach and catch the eye of a potential candidate amidst their busy News Feed. 

Here’s an example of a Facebook job posting that nails all the tips above.

The first sentence prominently features the company name, job title, and location. The post describes the job duties and benefits gives a salary range, and includes an engaging image to help it stand out. We spotted this post in a local group filled with other text-only posts, and it quickly stood out as one of the most eye-catching. 

Here’s a different type of post that works equally well:

This image-only post uses bold colors and minimal text to make an impact. It highlights some of the most lucrative selling points of the job, like the pay and the shift, and gives a clear call to action that will prompt interested job seekers to take the next step. 

How to Recruit on Facebook Effectively 

Simply posting to your company page every once in a while doesn’t cut it anymore. While the platform is highly popular, Facebook is also highly competitive among brands for coveted space in users’ news feeds. Thus, you need a multi-faceted approach to recruiting on Facebook if you want to achieve the multiple regular touchpoints it takes to win candidates with this channel. Here are some best practices to pull it off.

Use a dedicated facebook page for careers

Your company probably already has a Facebook page for the brand as a whole. If you’re a small business, this might be sufficient for running your customer- and candidate-facing content. Consider creating a separate page specifically for careers if you’re a larger organization.

A dedicated Facebook page for careers is helpful because it allows you to create a content strategy with a singular focus on prospective candidates—you’re not trying to blend sales content with recruiting content. On this page, you can showcase your company culture, share testimonials from happy employees, discuss your benefits, answer candidate questions, and go into more detail about job openings than a post on your overall brand page might warrant.

Alternatively, if you don’t have the resources to support both a brand page and a careers page, you can create a dedicated tab on your regular page for content about careers.

Use ads to expand your reach

Facebook’s ad platform offers some of the most powerful capabilities of any advertising network. You can use Facebook Ads to show your job openings to candidates based on their location and interests.

When you run a Facebook ad, you’re essentially paying to extend the reach of one of your posts. This is beneficial for the post you’re paying to promote and your page as a whole. Facebook’s algorithm gives preferential treatment to highly engaging content. This means that if your posts regularly receive lots of likes, comments, and clicks, your future posts are also more likely to be seen in the news feed. Giving your best content an additional boost with some paid promotion helps build the kind of user engagement that makes the algorithm happy and helps the rest of your content get seen.

When paying to promote job openings, be sure your post has a clear and straightforward call to action that helps users take the next step, like clicking through to the job application page on your website. The last thing you want to do is spend valuable dollars on a post that leaves candidates wondering, ‘What do I do next?’

Follow best practices for Facebook content

Every social media platform has its own set of norms. A post that performs well on LinkedIn, for example, won’t necessarily get the same amount of engagement on Facebook. Success with using Facebook for recruitment means knowing and observing the best practices for content on the platform.

First and foremost, your Facebook posts should have a visual element, like a photo, graphic, or video. Text-only posts receive little to no reach.

If you post video with sound bites or narration, be sure you have subtitles enabled. Digiday reports that as many as 85% of Facebook videos are watched without the sound on (typically when users are in public places), so you want to be sure your message still gets across to those users.

The majority of the time, aim to keep your posts short. While long-form content is gaining traction on Facebook, most high-performing posts are 80 characters or less. Posts that are 40 characters or less receive 86% more engagement.

Following these and other Facebook best practices will help your posts get the maximum reach even if you’re not paying to promote them.

Source candidates in Facebook groups

Facebook Groups can be a gold mine for sourcing high-quality candidates. There are groups geared specifically to job searching. Still, you can also find talent in groups for your local community, groups for your industry (i.e., groups about healthcare), and groups specific to certain jobs (i.e. groups for engineers).

The key to using Facebook Groups for sourcing is not to be a spammer. Always abide by any group rules (these are typically pinned to the top of the group page), and aim to give more than you take. So, don’t just pop in; paste your job listing and run. Build credibility by engaging with the group regularly, not just when you need to fill an opening.

Take advantage of other native Facebook features to reach candidates

In addition to its standard posting capabilities, Facebook has other native features that can be interesting tools for recruiters. With Facebook Messenger, for example, you can set up a chatbot that responds to frequently asked questions, provides application instructions, and directs interested candidates to find more information on your website.

Facebook Live and Reels are other engaging features that users love. Recruiters can harness these types of content to announce the latest job openings, celebrate new hires, and give a sneak peek inside company events, which helps spread awareness about your company culture.

Build your employer brand

Finally, it’s important to think of Facebook as a channel (one of many) for establishing your employer brand. 59% of candidates use social media to research organizations they’re interested in, with 21% turning to Facebook to get a sense of company culture and 14% using it to research brand reputation.

This a great guidepost to use as you’re creating recruiting content. With each piece of content you prepare to publish, consider the following:

• What is the overall impression I want candidates to have of my brand?
• Is this content aligned with that brand image?
• What objectives am I hoping to achieve by using Facebook for recruitment?
• How does this content specifically work to advance those objectives?

While not every piece of content needs to be a direct call-to-action to get candidates to your careers page, every post should be thoughtfully created to elevate your employer brand.

Leverage referrals

Because so many people still log onto Facebook daily, it’s a great place to get organic referrals. Ask your employees to follow your Careers page and encourage them to share your posts about job openings. This way, you’ll expand your reach to the people on those employees’ lists of friends. 

You can also gain referrals by including language in your posts that encourages sharing, like ‘tag a friend who’d be a great fit for this job!’

Mistakes to Avoid When Recruiting on Facebook

Failing to engage with followers

Facebook isn’t a one-way communication platform. Interested users will want to engage with you, and you should encourage them. Respond to comments on your posts. Monitor for tags and mentions and interact with the person who posted them. If someone tries to share your content, tag the user and thank them personally. 

Copying and pasting content between platforms

It’s absolutely acceptable to repurpose content between different social media platforms, but the content that performs well on Facebook isn’t the same as for Instagram, LinkedIn, or another platform. Also, if someone follows you on multiple channels, you don’t want them to be bombarded with the exact same message multiple times. 

Instead of duplicating content word for word between different channels, change the messaging, tone, or length slightly to comply with that particular platform’s best practices and audience. You can also change up content by creating distinct visuals for each channel. 

Failing to monitor metrics

While Facebook recruiting can bring results, it’s not a surefire solution for all companies or all types of roles. The only way to know for sure whether your investments in the channel are paying off is to monitor your metrics consistently and analyze them over time. Some of the most important Facebook recruiting metrics to measure are post reach, post engagement, completed applications, referrals, and successful hires. 

Reach More Candidates with 4 Corner Resources

Facebook is one channel to reach more qualified talent. Working with a team of staffing experts is another. The recruiting professionals at 4 Corner Resources are eager to help you expand your talent pool and find the perfect candidate to join your team. Whether you’re looking for an entry-level staffer, a C-suite executive, or a contract worker to fill seasonal gaps, our experienced headhunters will match the best talent to your desired skills and qualifications and help ensure the right culture fit for lasting success.

A candidate persona is a way to make this ideal candidate profile official so you can fine–tune your recruiting efforts and hire the right person more efficiently. 

What is a Candidate Persona?

A candidate persona is a hypothetical profile that describes the qualities of the ideal candidate for a particular role. A candidate persona is not a real person, but it does have a significant level of depth. It goes beyond a list of skills and gets down to what makes the perfect candidate tick, including their motivations, fears, values, and personality traits. 

Just as marketing teams use buyer personas to help them create more effective marketing campaigns, candidate personas can be used by recruiters to craft highly targeted recruitment messaging and ultimately hire more of the right people.

Benefits of Creating Candidate Personas

Improves hiring accuracy

Creating candidate personas forces you to think strategically about the type of person you need and how they’ll work within your company culture. The process narrows your focus, so you’re more likely to identify a strong fit rather than making a hiring mistake based on factors that should have jumped out at you to signal a mismatch. 

Optimizes the use of resources

Instead of casting a wide net and allocating resources where they’re not likely to be successful, candidate personas ensure you’re spending your time and money talking to the people who are most likely to want the job and be able to perform it successfully.

Alleviates recruiter workload

Candidate personas help recruiters minimize time spent screening out unqualified applicants. By creating job descriptions and recruitment marketing materials that are highly tailored to a specific type of individual, you’re less likely to have ill-fitting candidates apply in the first place. 

Strengthens job descriptions

Candidate personas help you write job descriptions that speak directly to the audience you want to reach. Think of it like writing a letter; if you’re writing a heartfelt letter to your great aunt, it will sound much different than writing a cover letter to a hiring manager. Candidate personas help you speak the ideal candidate’s language, highlighting the benefits they’re most interested in and proactively addressing questions they might have about the role.

Promotes recruiting alignment

If there are multiple recruiters involved in hiring, everyone must be on the same page about the kind of applicant you’re looking for. Candidate personas facilitate better alignment among recruiting teammates and can promote a stronger sense of agreement about the final selection later on in the process. 

Improves recruiting metrics

By improving your hiring accuracy, candidate personas can also strengthen recruiting KPIs like your retention rate, turnover rate, and offer acceptance rate. 

How to Create a Candidate Persona

Research the market

Begin by arming yourself with a thorough understanding of the current norms around this position. Use job descriptions and resumes to research the hard and soft skills, background, and qualifications a typical candidate for this job would possess. 

Review historical data

Which types of people have performed well in this role in the past? Review hiring data and performance reports to correlate applicant characteristics with job success. Also, look at recruiting metrics by position and department to assess how well your current targeting works. For example, if you discover that a particular position is experiencing consistently high turnover, it could be a sign that you need to revise the candidate persona for that role to identify better-fitting applicants. 

Talk to stakeholders

Talk to other members of your recruiting team, hiring managers, employees currently in the role, or those who work closely with it to better understand the requirements. Ask questions like “What does it take to be successful in this job?” and “What does the ideal candidate look like?” All you’ll likely need is three or four conversations before some common answers emerge. 

Leverage artificial intelligence

AI-powered recruiting tools can be a great asset when creating recruiting personas. They can help predict the most likely traits the right candidate will have and even help screen applicants once you post the position.

Related: Everything You Need to Know About AI Recruiting Techniques

What to Include in a Candidate Persona

Demographic data: Identify core demographics like the ideal candidate’s age, location, gender, education level, and familial status. Remember, it’s illegal to disqualify applicants based on these criteria–that’s not what we’re setting out to do. Instead, the goal is to help you zero in on characteristics that make a candidate a more probable fit.

Employment: Determine their current job title and the company they’d be likely to work for

Skills: Outline hard and soft skills, being as thorough as possible 

Experience: Define how many years of experience they have as well as any specific work experience that makes them exceptionally qualified

Characteristics: Include personality traits, quirks, and preferences. How would this person’s friends describe them? Are they introverted or extroverted? Do they work best individually or as part of a team?

Goals and motivations: What are their career aspirations? Where do they see themself in five years? Why are they job searching? What are their salary expectations?

Values: What’s important to this person? What do their personal ethics look like?

Interests and hobbies: How do they spend their free time? What do they read, watch, and listen to?

Obstacles: Are there any hurdles you’ll have to overcome if you want to hire them? For example, maybe they’re considering offers from multiple companies or concerned about maintaining their work-life balance. 

Name and photo: While these aren’t completely necessary, they can help your persona feel more natural and keep it at the forefront of recruiters’s minds. 

Example Candidate Persona #1: Marketing Director

Sarah Thompson, 37 years old

Sarah lives in Brooklyn and commutes to Manhattan for her job as Associate Marketing Director of a Fortune 500 consumer electronics firm. She reports to the marketing director and leads a team of eight marketing strategists in developing integrated marketing campaigns for the company’s flagship products. She holds a bachelor’s degree in marketing and an MBA from Columbia University with 12 years of professional experience. 

Sarah is known for being a strategic thinker adept at executing creative strategies that achieve her company’s goals. She has a strong analytical background and is skilled at using data to drive decision-making and assess the effectiveness of marketing campaigns. She’s an excellent communicator, able to collaborate across departments and skill sets to convey the brand’s message. 

Sarah is a high achiever who is strongly goal-oriented. Her short-term career goal is to obtain a marketing director position in a forward-thinking company where she can experiment with new and emerging marketing tactics. She hesitates to work for a legacy brand, concerned that leadership will be too engrossed in the old way of doing things.

Sarah is a mother of two who has been married for seven years. In her free time, she enjoys taking fitness classes and reading fiction novels. She subscribes to the New York Times and reads The Wall Street Journal online. 

Example Candidate Persona #2: Database Administrator 

Alex Nguyen, 29 years old

Alex is a database administrator in San Francisco with six years of professional experience. He holds a bachelor’s degree in computer science and is an Oracle Certified Professional. 

Alex is proficient in designing, implementing, and maintaining databases using SQL, NoSQL, and cloud-based solutions. He’s capable of devising and executing robust backup and recovery strategies to safeguard critical data in compliance with industry standards and demonstrates solid problem-solving abilities. 

Alex enjoys living in San Francisco, but the increasing cost of living is becoming a barrier to staying in the area as he hopes to one day buy a home. He is open to relocating, particularly to an emerging tech hub in a smaller city. He is not actively job searching but would be interested in hearing about opportunities that allow for professional growth, especially opportunities for advanced training or specialization in emerging database technologies.

Alex’s friends describe him as reliable and detail-oriented. He likes to be on time and keeps a calendar never to miss an important date. Outside of work, Alex enjoys participating in hackathons and tech meetups, which help keep him on the cutting edge of the latest technological trends. He’s an avid hiker and enjoys exploring the scenic trails around the San Francisco Bay Area during weekends, finding solace in nature, and maintaining a healthy work-life balance.

As you can see, the above personas include an extensive amount of detail that makes it easy to picture a real person. This is the whole point–so when you come across a ‘Sarah’ or an ‘Alex’ in your pile of applicants, you’re instantly aware that they’re a firm fit and worthy of pursuing further.

What is C-Level Recruitment?

C-level recruitment focuses on hiring for executive positions within a company–the people at the highest levels of an organization’s leadership. 

C-level recruitment includes hiring for roles like:

• Chief executive officer (CEO)
• Chief operations officer (COO)
• Chief financial officer (CFO)
• Chief marketing officer (CMO)
• Chief revenue officer (CRO)
• Chief technology officer (CTO)
• Chief information officer (CIO)
• Chief information security officer (CISO)
• Chief human resources officer (CHRO)

C-level positions vary by company. While some companies may only employ one or two chief executives, large organizations may have all of the above and additional positions not listed.

C-Level Recruitment Vs. Traditional Recruitment

C-level recruiting differs from regular recruiting in a few key ways.

• Timeline: Hiring for executive positions involves a wide search and in-depth screening and interviewing. So, it takes longer than hiring for most other roles. 
• Requirements: C-level positions have a much longer list of requirements than a standard job. The ideal candidate must have broad skills, extensive background, specific experience, a proven track record, and the right values. 
• Talent pool: Because there’s such a stringent set of requirements for an executive role, this means the talent pool is much smaller than with a standard search. Geographical constraints may also limit the search. 
• Stakeholders: While the hiring process normally includes only a few decision-makers (or even just one), more people are typically involved in an executive search. There are multiple rounds of interviews with various stakeholders, including other company leaders, board members, and representatives from different company departments. 
• Risk level: The stakes are much higher when recruiting for a C-level position. In the case of a bad hire, you can’t simply replace the person and move on. A hiring mismatch can have negative and far-reaching implications for a company’s public image, sales, stock price, and employee morale. So, it’s all the more important to conduct a thorough search and make an accurate hire. 
• Confidentiality: Open positions are normally publicized far and wide to help a company reach a talent pool as wide as possible. In C-suite recruiting, however, the search is often low-profile, and the participants must adhere to a strict standard of confidentiality. 

The Importance of C-Level Recruiting

Professionals in C-level roles have an outsized impact, not only in their respective roles but on the entire organization. C-level recruiting takes on a higher level of importance because the selected candidate will be responsible for:

Leading staff

Executives must be able to influence employees to achieve company goals successfully. Their attitude and actions greatly impact recruiting, retention, and staff engagement.

Making key decisions

The C-suite guides all of a company’s big moves, from mergers and acquisitions to growth to layoffs. Making strategic hires to fill these seats is essential to ensure the company’s lasting success. 

Influencing company direction

One of the most powerful attributes of a company executive is also the hardest to measure objectively: their values. The C-suite’s values must align with the company’s vision to guide the organization in the proper direction. 

Strategies for C-Level Recruitment

1. Define explicit objectives

Skills are certainly important when hiring for an executive role, but they’re less important than the candidate’s ability to get the job done. Thus, it’s of utmost importance to clearly define exactly what “the job” is–in other words, the objectives the right person must be able to accomplish. Talented C-level candidates are looking for a challenge, so give them one. 

2. Develop internal talent

Sometimes, looking outside the company for C-suite talent is necessary, especially in a company’s early stages or if the organization is in dire straits. However, developing leadership candidates from within is a long-term strategy that can make a difference in hiring accuracy and culture fit. 

When you promote an internal candidate to a C-level position, you choose someone who already understands the company’s values and operations. You’re also sending a positive message–both internally and publicly–about how the company values its employees. This kind of upward advancement can bolster recruiting for all positions. 

3. Reconsider poaching

Hiring an executive from a prominent competitor may seem like a great strategic play, but it often backfires. Different companies have very different cultures and ways of doing business. If a poached hire comes in and tries to run things the way they did at their last company, it can go horribly wrong and harm morale and negative press. 

For these reasons, it’s best to think carefully before hiring a C-level employee from a competitor (or even a big-name company in general).

4. Consider public image

The publicity level is another factor that sets C-suite hires apart from the rest of your staff. If you select a candidate with a history of questionable Tweets, you can be sure your new hire will make headlines for all the wrong reasons. 

In addition to considering skills, aptitude, and values, you must consider a C-suite candidate’s public image and how it aligns with your goals. Does it make sense to hire someone with a high profile or someone who’s more of an unknown? Is your candidate of choice a recognized thought leader in your field? Are they active on social media, and if so, how do they position themself? All of this can influence their fit for the role and the company’s needs. 

5. Hire for purpose

The right C-suite hire will be at the helm for many years to come. To make the relationship successful, it’s important to ensure that their needs and the company’s are met. As you assess candidates, consider each person’s goals and what part this job and company will play in fulfilling them. 

6. Look toward the future

A strong C-level candidate should be thinking five, ten, or even fifty years into the future. Incorporate questions into your interview process to assess how they’re approaching the long game, like:

• What do you see as this company’s biggest long-term opportunities?
• What would be your five-year goals in this role?
• Where do you see the industry headed over the next decade?
• What does our future workforce look like to you?

7. Prioritize candidate experience

All of the people you interview for a C-level position–not just the one you hire–are going to get a peek behind the curtain, so to speak. They’re going to see the inner workings of your recruiting process (and any dysfunction within it), so you want to devote extra effort to ensure their experience is positive. 

Even if you don’t ultimately hire a prospective candidate, you’ll likely cross paths with them and maybe even try to recruit them in the future. So, you want to ensure they leave the hiring process with a positive impression. 

8. Consider a fractional executive

A fractional executive is someone hired by a company to fulfill a C-level role in a part-time capacity. This can be a highly effective strategy for startups and small businesses to access high-level expertise at a much more affordable cost than an executive salary. 

In addition to helping you balance operational needs with costs, using a fractional executive broadens your talent pool. Fractional executives may be retirees who previously worked in your field, consultants who can offer diverse perspectives, or technical experts who can help achieve niche business goals.

9. Work with a C-level recruiting expert

An executive search firm specializes in hiring C-level talent. An executive headhunter can help you define the core competencies that are required for the position and access candidates who aren’t actively job searching. They may also provide additional relevant services like culture assessments and executive coaching. 

C-suite recruiters may work on a retainer, where they’re paid a monthly fee for their services, on an hourly basis, or on contingency, meaning they’re paid a percent-based fee upon making a successful hire. 

Even if you don’t need to hire a C-level employee right now, you should think about how you’ll approach it when you need to hire. Making this important type of recruiting part of your business strategy can help you achieve long-term growth while building a strong company culture and minimizing the risk of making a bad hire for such an important position.

Related: Reasons why you should hire an executive recruiter

We’ll take a closer look at the practice of candidate nurturing and share seven ways to implement it in your recruiting efforts.

What is Candidate Nurturing?

Candidate nurturing is the process of staying actively engaged with applicants throughout their candidacy. Practicing candidate nurturing reduces drop-offs in your candidate journey and helps maintain an engaged, up-to-date talent pipeline, reducing hiring time.

Candidate nurturing also continues past the point of hire and includes applicants who were not ultimately selected for a particular role. Why keep in touch with candidates even after they’ve been rejected? Just because an applicant wasn’t deemed the number one choice for one role doesn’t mean they won’t be a good fit for a different role in the future, especially if they made it into the final stages of your selection process. Employees are changing jobs more frequently than ever, so nurturing helps ensure your organization is at the top of the list when they’re in the market for their next role, which could be sooner than you think.  

To better visualize the candidate journey, it can be helpful to think of the applicant as a customer and their candidate experience like the buyer’s journey. Just as your customer goes through different stages when shopping with you, the candidate goes through different stages when considering working for you. Thus, you’ll need to tailor your nurturing tactics to each stage of your candidate journey. 

Even when you’re not actively hiring, nurturing candidates benefits you by bolstering your employer brand and keeping you top-of-mind among great talent, which is a key strategy for being able to hire fast when you need to in the future.

The Importance of Candidate Nurturing

Candidate nurturing can benefit your organization in numerous ways. Here are a few of the top reasons to deploy a candidate nurturing strategy:

Boost candidate engagement

One of the number one frustrations candidates cite with the job search process is filling out an application and receiving silent treatment.

Employers often take for granted that candidates will be interested in a position for as long as it takes them to hire. But think of it from the candidate’s point of view: Would you really still have a high level of enthusiasm for a company if you submitted an application months ago and hadn’t heard a word? Of course not. When you stop communicating, candidates lose interest, assume they’ve been passed over, and move on. 

On the other hand, candidate nurturing maintains a steady line of communication with candidates, keeping their interest strong and building interest in the company even when there’s no hiring news to report. This reduces candidate drop-off and can contribute to higher offer acceptance rates. 

Increase hiring speed

It’s much faster to hire a candidate with whom you have an established relationship than starting from scratch with someone who knows nothing about your company. Not only does this contribute to lower hiring costs, but it can be a big help if a position becomes available unexpectedly or you suddenly need to augment your team to meet an urgent demand. 

Improve hiring accuracy

Developing relationships over time gives you a better chance to get to know candidates and their unique skill sets. Sometimes, you may nurture a candidate for multiple years before hiring, which means you’ll have acquired a pretty good data set on them before making a decision. This contributes to all-around better hires, which minimizes the costs of hiring mistakes and contributes to a cohesive company culture.

Support employee retention

A strong candidate nurturing strategy lays the groundwork for an equally effective employee retention program. Ideally, your efforts should transition seamlessly into employee retention once a hire has been made, and the two initiatives should work hand in hand to reduce turnover and promote employee loyalty.

Strengthen employer brand

One of the primary aspects of candidate nurturing is that its recipients include people who aren’t actively looking for a job. This builds brand recognition and ensures that when that person does decide to job search–or if they know someone who is–your company will be at the top of the list. The same concept prompts the biggest brands in the world to spend millions of dollars on Super Bowl ads when only a fraction of viewers are actually in the market to buy their products.  

Step-by-Step Guide to Candidate Nurturing

1. Build candidate personas

A candidate persona is a fictional characterization of the ideal candidate for a given role. It’s a detailed breakdown of what your target candidate is like—their education, their work history, and even their personal and professional goals. Recruiting teams should work together with the hiring manager to build these profiles. 

Creating a candidate persona before you begin advertising an open role gives you a much more thorough understanding of what that department is looking for and, in turn, what type of nurturing strategy will resonate best with the ideal candidate. Tailoring your efforts specifically to the type of applicant you’re looking for will help you attract higher-quality candidates and make it easier to weed out ill-fitting ones, preventing hiring mistakes. 

2. Use nurture sequences

Sent via email, a nurture sequence is an automatically delivered series of messages meant to continuously engage the candidates as they move along in your hiring funnel. These messages can be triggered by different actions, like the submission of an application, advancement to the next round of interviews, and so on. 

Nurture sequences help you keep an active line of communication with applicants, which top candidates say is very important to them. According to a CareerBuilder survey, 82% of applicants expect employers to provide a clear timeline for the hiring process and keep them updated throughout it. 55% said they’d give up and move on to other opportunities if they hadn’t heard from an employer in two weeks. 

In addition to keeping your top prospects engaged, using automation to send nurture sequences saves you time and takes some follow-up tasks off your plate. Consider working with your marketing team or a professional copywriter to craft the perfect messaging for your nurture sequences. 

3. Track the results of your messaging

Your communication with candidates should be recorded, and the communication results should be tracked. This is easily done through most applicant tracking systems and candidate messaging platforms and should cover emails, LinkedIn InMail, and social media messages.

A/B tests different messages at each stage of the applicant journey and tracks their open, click, and response rates. When one message is a clear winner in terms of engagement, clone it and use it as a default with other candidates during the hiring process. This is just one more step in automating and optimizing your candidate communications, which accelerates your hiring process and improves applicant engagement at the same time.

4. Leverage social media

Social media is an incredible nurturing tool because it’s a platform where candidates already spend time. What could be a more natural place to build a genuine relationship than in a newsfeed alongside a person’s family and friends? What’s more, social media puts images and videos at your disposal. 

Use social media to communicate open positions, spotlight company benefits, share your values, tell employee success stories, and give a glimpse of what it’s like to work for your organization. 

5. Engage in the Slack communities

If you’re not using Slack as a sourcing channel, you’re missing out on a diverse and highly skilled pool of workers. You can nurture prospective candidates on Slack by sharing your open roles and other resources you’ve created for prospective applicants, like behind-the-scenes videos and team member profiles. 

Slack will be more useful in certain fields, like IT and development, than others that aren’t as tech-centric. Still, you can find candidates from nearly any industry in communities tailored to job seekers.

6. Set up alerts for your top candidates

Most recruiters have the best of intentions when it comes to staying in contact with talent. Still, candidate follow-up can fall by the wayside between screening, scheduling, interviewing, and other labor-intensive activities. Use calendar alerts, or reminders set up through your ATS to prompt you when it’s time to touch base with one of your top candidates so they don’t slip through the cracks. 

JobScore, for example, sends a daily digest of follow-up tasks you’re due to complete, while RecruiterBox lets you customize the type of reminders you want to receive for each candidate. If you don’t hire many candidates, you could even set alerts through the calendar app on your smartphone. 

7. Stay Active on Sites Like Glassdoor

Love it or hate it, candidates use sites like Glassdoor to make decisions about where to apply and ultimately work. In a study on employee retention, Glassdoor found that 74% of its users read at least four reviews on a company before forming an opinion about it. This means third-party channels like Glassdoor deserve your attention as a means to nurture candidates. 

Regularly read and respond to your company’s positive and negative reviews on employer review sites. Doing this helps you stay in the driver’s seat about your employer brand and take an active role in what future candidates see when they scroll through your feedback. 

It pays to engage with candidates who use employer review sites and not just to benefit your brand. Those candidates may be more likely to stick around for the long haul. The study we mentioned above found that companies saw 30% more retention when they hired talent that applied through Glassdoor over other platforms.

8. Host industry events

Industry events are a great forum for networking amidst a highly niche group of individuals. When you organize and run the event yourself, you enjoy the added benefit of gaining access to the contact information of dozens or even hundreds of attendees who are likely to be interested in your work. 

For an industry event to be successful, it should have a strong educational component, giving participants a valid reason to attend rather than merely being a vehicle for advertising your company. Once you have a solid topic to build your event around, you can strategize creative ways to incorporate candidate nurturing into the mix, like featuring a short video highlighting your company culture, offering on-site conversations with recruiters, or sending a post-event email encouraging attendees to browse your open positions. 

9. Tailor rejection messages

Thus far, we’ve focused on the benefits of cloning high-performing messages and automation. One place where you don’t want to rely too heavily on automation, however, is with your rejection messages. 

You work hard throughout the hiring funnel to earn a candidate’s trust and respect; don’t throw it all away at the end by using a form letter to reject candidates who won’t be receiving an offer. This specifically applies to candidates who’ve made it into the later stages of the application process. Remember—just because they’re not fit for this role doesn’t mean they won’t be perfect for another opening you have six weeks or six months down the road, so preserving the relationship is important. 

Instead of using a canned rejection message for top candidates, customize it with a personal touch. Send it one-to-one from the hiring manager’s email address rather than from a generic message box like hiring@yourcompany.com. For candidates who were finalists, like those within your top three, consider a phone call over an email. 

Applicants widely believe that how you treat your candidates indicates how you treat your employees, so tact matters, even with applicants who don’t get the job. The strong reputation that will result from treating candidates with respect will ultimately help you hire faster and more effectively in the future. 

Build a Healthy Talent Pipeline by Partnering with the Staffing Experts

Having a strong talent pipeline reduces time to hire and cost per hire. Get a jump start on building one with help from our staffing professionals.

We help companies like yours hire for skill and fit, emphasizing making the right hire the first time. Our experienced headhunters narrow down the candidate pool and deliver only the best applicants to your desk so you can spend less time hiring staffers and more time coaching them to perform their best. 

Browse our hiring services, or set up a free consultation with our friendly team today. 

Gen Z Basics

‘Generation Z’ is the name of the population group that succeeds millennials. 

According to the Pew Research Center, Gen Z includes people born from 1997 onward. (In case you were wondering, there’s already a name for the generation after Gen Z, too. It’s called Generation Alpha, and it’s loosely defined as beginning around 2010). 

Gen Z Characteristics, Values, and Aspirations

Categorizing groups of people by their birth year helps identify trends and follow the evolution of societal and workplace norms. However, it’s important to remember that these groups include millions of individuals, so it’s impossible to define them all with a few adjectives. 

Still, a few overarching Generation Z trends are supported by research. Those are the ones we’ll be discussing here. 

Racially and ethnically diverse

Gen Z is the most racially and ethnically diverse generation the United States has ever seen, with the following breakdowns:

• 52% non-Hispanic white
• 25% Hispanic
• 14% black
• 6% Asian
• 5% other or two or more races

Twenty-two percent of Gen Z-ers have at least one immigrant parent, compared to 14% of Millennials. 

Highly educated

Members of Gen Z are more likely to be enrolled in college than any generation before them, with 57% of 18- to 21-year-olds who were no longer in high school enrolled in a two- or four-year college. This is an increase from Millennials and Gen X-ers, whose college enrollment numbers at the same age were 52% and 43%, respectively. 

Gen Z-ers are also more likely to be second-generation college students than prior population groups. In 2019, 44% lived with a parent with a bachelor’s degree or higher. 

Digital natives

While most Millennials can remember sitting and waiting for dial-up internet to take them to their Netscape Navigator home screen, Gen Z-ers have grown up with tablets and smartphones in hand. They’re connected to the internet almost constantly and heavily use multiple social media channels and gaming platforms. 

Climate-minded

Like Millennials, members of Generation Z have a high level of concern about the planet. Sixty-seven percent of them say climate should be the nation’s top priority to ensure a sustainable world for future generations. This compares with 63% of Gen X-ers and 57% of Baby Boomers. 

Collaborative

Growing up with a device in hand means Gen Z-ers are comfortable exchanging ideas freely. They enjoy working collaboratively and expect their input to be valued despite being more junior team members. 

Harder to retain

Generation Z displays the lowest level of employee engagement of any generation. It’s not that they’re not hard workers; rather, they’re less worried about job-hopping than prior generations and place a greater value on their lives outside of work. 

The older members of this population group were getting their first jobs just as COVID hit and companies laid off workers en masse. As a result, Gen Z-ers feel less of a sense of loyalty to commercial organizations than the generations before them. This starkly contrasts with Baby Boomers, who often worked for one company for the duration of their career. 

Pointers for how to recruit Gen Z Talent

Digitize hiring

A clunky, outdated hiring process is a nonstarter for this highly connected group. To engage Gen Z effectively, both your application and onboarding processes should be digital-first. 

Use social media to spark inspiration. Maintain communication at all stages of hiring. Offer advance onboarding that can be completed at new hires’ convenience. By meeting Gen Z-ers on the platforms they’re comfortable with, you’ll offer a candidate experience that’s both engaging and enjoyable to them. 

Build relationships

Despite their advanced technological adoption, members of Gen Z largely say their favorite form of communication is in-person. 

As you leverage automation and digitize your hiring processes, don’t neglect to incorporate relationship-building opportunities that Gen Z-ers value. This could include things like one-on-one time shadowing prospective colleagues or an invitation to an out-of-office event to get to know would-be teammates. 

Offer flexibility

Workers in Generation Z crave the best of both worlds: they want the ability to work remotely without losing the opportunity to build the social connections that in-person work affords. Enter: workplace flexibility. Surveys have shown flexibility is the number one quality Gen Z-ers prioritize when looking for a new job, even over pay. 

Offering the ability to work from home some of the time, the option to flex their schedules, and chances to interact meaningfully with coworkers will all help attract the youngest segment of the workforce. 

Beef up training

Perhaps in keeping with their elevated level of education, or perhaps driven by their characteristic pragmatism, Gen Z-ers are eager to learn and advance their career opportunities. You can play to this Gen Z characteristic by spotlighting employee development initiatives and other continued education benefits, such as tuition reimbursements or a formal mentorship program. 

Emphasize social activism

The typical Generation Z candidate cares deeply about the well-being of others and wants to associate themself with organizations that follow suit. Companies looking to learn how to recruit Gen Z should feature philanthropic and social initiatives prominently in recruitment materials and showcase this aspect of the company’s identity during the hiring process. 

Embrace alternative candidates

While more Gen Z-ers go to college than previous generations, this population group is also less attached to the idea of a formal education being necessary for a strong career. 

Remember, Gen Z has come of age in an increasingly volatile world amidst COVID-19, climate emergencies, and soaring student debt. Unsurprisingly, they’re not sold on college being the only answer. And, once again, this generation is more comfortable with job hopping. 

Forward-thinking companies should adapt their hiring requirements accordingly, loosening rigid criteria like having a college diploma and being more open to nontraditional backgrounds. 

Prioritize culture

Members of Gen Z are more likely than any other age group to choose their job based on enjoyment, with about half of the professionals in this age group saying they remain at their job simply because they like it. Forty-five percent of them say work relationships are what’s keeping them at their current job. 

This tells us culture is of utmost importance in attracting Gen Z-ers. A strong company culture has the added benefit of improving retention, too, so the payoff is multiplied with this youngest segment of the workforce. 

Be transparent

It’s hard to pull a fast one on Gen Z. This group places a high level of value on authenticity and is less likely to stick around if they feel a job is becoming toxic. 

Incorporate transparency into every hiring phase, clearly communicating benefits, spelling out what candidates can expect at each phase, and maintaining an open line of communication from start to finish. 

Gen Z’s presence in the professional world will only grow, so the sooner you can adopt recruiting practices that appeal to this generation, the better off your organization will be. Not only does a multigenerational workforce promote more diverse ideas, but it also helps keep pace with the continued exit of Baby Boomers from the workforce as they reach retirement age. 

You can post a job ad and receive dozens of applications, but the stack is filled with unqualified and completely random applicants. You can comb LinkedIn trying to spot passive candidates, but your outreach efforts are mostly met with silence. 

The solution is targeted, effective messaging that sparks a candidate’s interest AND prompts them to respond. We’ll share the secret of crafting compelling recruiting messages in this post. 

What is Candidate Outreach?

Candidate outreach is the process of seeking out qualified professionals to fill a company’s job openings. The goal is to capture a candidate’s interest to the point that they decide to apply for the position. 

Candidate outreach can be accomplished via a number of outbound recruiting methods. The method we’re focused on in this post is candidate messaging.

Why You Need to Use Recruiting Messages to Reach Candidates

The U.S. labor market has been experiencing a period of remarkable growth, with new job openings consistently exceeding expectations in the face of rising inflation and increasing costs. Unemployment numbers have lingered near a record low for the better part of a year. For employers, this means it’s still incredibly challenging to find great talent.

You can’t sit back and wait for strong applicants to come knocking on your door–it simply doesn’t happen that way in this kind of climate. If you want to add excellent people to your team (or your client’s team), you have to go out and find them. 

Recruiting messages help you connect with talented people before they apply with one of your competitors, perhaps even before they’re actively looking for a job. This gives you the advantage of communicating the job’s unique selling points and convincing them that applying will benefit them. 

What Makes a Good Candidate Outreach Message

Personalized

Nothing will throw your message in the trash faster than a copy-and-pasted script. Even if you’re using a template, you need to customize some details of the message to feel personal to the recipient. 

Use their first name in your greeting. Show them you actually took the time to view their profile by referencing their job title, employer, or something they’ve recently posted. Better yet, explain what prompted you to reach out to them in particular. 

Relevant

Avoid mass messaging. Your outreach should be targeted to people who are actually a good fit for a specific role for a reason you can explain; otherwise, you’re just wasting your time and theirs. 

Informative

Don’t try to be clever, and keep the reason for your message a mystery. You’ll only annoy the recipient. Spell out why you’re reaching out and share key details that a good candidate will want to know, like what exactly your company does, what role you’re approaching them about, whether they can work remotely, and so on. 

The best candidates won’t waste their time scheduling a meeting with you to learn these things. Instead, they’ll be scooped up by a company that makes this information available upfront. 

Related: We Are Hiring: Social Media Post Captions and Examples

Top 7 Recruiting Messages to Reach Out to Candidates

1. The new opening alert

Hi [Candidate name],

I’m a recruiter with [Company]. I’m reaching out because a [job title] position just opened up, and based on your experience with [skill], I think you’d be a great fit. 

I’d love to have a conversation to see if the job piques your interest. Do you have 10 minutes for a call this week?

Looking forward to connecting. 

[Recruiter name]

Why it works

This message works because it’s timely–you’re contacting them about a job opening. It also shows them the ‘why’ by citing the skill that makes them a good fit. 

Expand the message by naming one or two of the more exciting duties this role is responsible for, if possible. Giving the candidate examples of what they’d be working on daily is a great way to help them envision themself in the role. 

2. The company pitch

Hi [Candidate name],

I was scrolling through my news feed, and your post about [post topic] caught my eye. At [Company], we’re always looking for people who are enthusiastic about [topic/mission/values/interests]. I could see someone like you thrive on our team. 

We offer a competitive compensation package with [benefit 1] and [benefit 2]. Employees love working here because [benefit 3]. 

Do you have a few minutes to hear about our current openings that strongly match your background?

Let me know what your schedule looks like. 

[Recruiter name]

Why it works

This message has a better chance of receiving a response because it’s not asking for anything from the candidate. Instead, it’s focused on how the company could benefit them and positioning the candidate as an asset that could bring value to the team. 

If the recipient is open to new opportunities and your benefits align with what’s important to them, they’d only naturally want to hear more. 

3. The congratulatory message

[Candidate name],

Congratulations on [accomplishment]! What an exciting achievement. 

I’m [Recruiter name] with [Company], and I wanted to see if you’re at all open to new job opportunities. We have an immediate opening for a [job title], and I think you’d be a shoo-in for the role. 

I’d be happy to send over more details or hop on a call to discuss. Let me know. 

Thanks!

[Recruiter name]

Why it works

In this message, the recent accomplishment is a door opener to get your message read. From there, it gets straight to the point and puts the ball in the candidate’s court if they are, in fact, amenable to your opportunity. 

4. The admirer

[Candidate name],

I loved your recent post on [topic]. I totally agree with you about [post detail]. I’ve been following your [blog/Instagram account/other channel] for a while now, and you really hit the nail on the head with your take on [topic]. 

I hope you don’t mind me reaching out, but my company is looking for a [job title], and you immediately came to mind. I remembered that [detail that makes them a good fit], and I thought I’d put the job on your radar. 

Would you be interested in setting up a call to discuss it?

Hope to talk soon, 

[Recruiter name]

Why it works

This message takes a little more work on your part, requiring you to do some deeper digging on the candidate and what they’re interested in. However, it can have a big payoff by showing them that you’re not merely spamming recruiting messages to any candidate with a pulse. 

Starting out with a compliment builds goodwill and may be a welcome change for a candidate feeling undervalued in their current position. 

5. The mutual friend

Hi [Candidate name],

My name is [Recruiter name], and I’m with [Company]. I noticed that [Mutual connection] is your coworker; I went to college with them. 

[Mutual connection] mentioned you might be a good fit for a role I’m recruiting for, and I was hoping I could tell you more about the job. Are you available for a call in the next few days? It will only take about 10 minutes. 

Thanks in advance!

[Recruiter name]

Why it works

Naming a person the candidate knows establishes a sense of familiarity. Just as we trust referrals from family and friends, a candidate is more likely to respond to outreach from someone already within their network. 

Just be sure to name a person you have an actual connection to, as the candidate will likely ask your mutual contact about you. 

6. The ‘nice to meet you’

Hi [Candidate name],

It was great to meet you at [event name]. It’s always nice to connect with someone who [cite something you have in common or a topic you discussed during your prior interaction]. 

As I was telling you, I’m a recruiter with [Company]. After giving it some thought, I think you would really fit in on our team. I would love to set up a call to learn more about your career goals and see if any of our openings can support them.

Are you free tomorrow afternoon?

Best,

[Recruiter name]

Why it works

Your recent in-person interaction provides an authentic opening for a message. By expressing interest in THEIR career goals, you’re establishing yourself as someone here to help rather than sell them on a job, which takes the pressure off. 

7. The friendly follow up

[Candidate name],

I hope this message finds you well! You applied for a position with [Company] a few years ago but accepted a position elsewhere. Since it’s been a few years, I figured I would touch base and see how things are going. 

Our hiring manager was really impressed with [details from their last application]. We have an opening for [job title] that would give you the opportunity to [appealing job duties]. Would you be interested in being considered?

If so, I’d be happy to send over additional information. I look forward to hearing your thoughts. 

[Recruiter name]

Why it works

Because you’ve spoken in the past, you already have a foot in the door. This message works even better if you have a prior messaging history with the candidate–you can send your follow-up as a new message in the old thread to remind the recipient who you are. 

Additional Tips For Recruiting Messages 

With recruiting outreach, the follow-up is as important as the initial message. Send a follow-up message one to two weeks after your initial outreach to ensure your messages don’t slip through the cracks. 

If a recipient does take you up on your offer to connect, get a meeting on the calendar as soon as possible. You can even give them a head start on hiring by sending over any requisite hiring materials before your call. Great candidates are snatched up quickly, so you don’t want to wait a minute longer than you have to to take advantage of the results of your outreach efforts. 

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A compelling employer brand doesn’t just attract top talent—it reinforces company values, builds employee loyalty, and can even impact the bottom line. For business owners eager to establish themselves in the talent landscape, investing in and understanding the steps to craft a magnetic branding strategy is essential. 

Employer Branding Definition

At its core, an employer brand represents the market perception of what it’s like to work for an organization. The unique blend of values, culture, and company reputation sets a business apart as an employer. Essentially, while your corporate brand speaks to your external stakeholders about the quality and reliability of your products or services, your employer brand communicates to both current and prospective employees about the quality of the employee experience.

A strong branding strategy aims to promote and reinforce these positive attributes, ensuring that your organization is viewed as an ideal place for top talent. Remember, just as consumers make buying decisions based on brand reputation, job seekers make career decisions based on employer reputation. 

The Importance of an Employer Branding Strategy

Navigating the modern business landscape requires more than just a stellar product line or unmatched services; it demands a strategic approach toward shaping your reputation as an employer. An effective strategy can help attract talent, increase employee loyalty, and build customer trust. It also helps differentiate the company from its competitors and creates a positive company culture.

While the tangible benefits of a solid employer brand are endless, its importance is rooted in shaping perceptions, driving engagement, and ensuring that your organization remains a desirable place for talent now and in the future.

Benefits of Effective Employer Branding

Attract top talent

A well-articulated employer brand resonates with potential employees, making your company a magnet for the best in the industry. By presenting a clear value proposition, you draw in individuals whose values and aspirations align with yours, ensuring a higher quality pool of applicants and reducing time-to-hire.

Reduce recruitment costs

Strong branding eliminates the need for expensive external recruitment agencies. When your brand becomes a known entity for employee experience, word-of-mouth becomes a powerful recruitment tool. A compelling brand can also lead to higher candidate acceptance rates, reducing the costs of prolonged negotiations and lost employment opportunities.

Related: How to Reduce Hiring Costs

Improve employee retention

A company that stands by its employer brand inspires trust and loyalty among its staff. Employees are less likely to seek opportunities elsewhere when they feel aligned with the company’s vision, values, and culture. This reduces direct costs associated with high turnover and maintains team consistency and productivity.

Related: Highly Effective Strategies for Employee Retention

Enhance company reputation 

Word spreads quickly in an age of digital connectivity. Strong branding strategies positively influence online narratives and company reviews. An enhanced reputation isn’t limited to job candidates; it impacts client perceptions, partnerships, and investor relations.

Higher employee engagement

Employees who believe in the brand they work for are more engaged, motivated, and productive. This belief stems from a sense of pride in being part of an organization that aligns with their personal and professional values. Engaged employees contribute more and become brand ambassadors, further reinforcing the positive employer brand.

Competitive edge in the market 

Having a compelling employer brand gives companies a competitive advantage in industries where talent is a key differentiator. Innovating, adapting, and growing with a team of skilled, engaged, and loyal employees driving your business forward becomes easier.

How to Develop a Winning Employer Branding Strategy

Understand your current employer brand perception 

Before you can shape your brand, you must understand its current perception. Gather feedback from existing employees, study online reviews on platforms like Glassdoor, and conduct external surveys. This feedback will provide insights into areas of strength and highlight opportunities for improvement.

Define your employee value proposition (EVP)

Your EVP is the unique set of benefits and experiences an employee can expect when working for your company. It’s the foundation of your employer brand. To define it, consider what sets your company apart from competitors, whether it be growth opportunities, unique cultural elements, benefits, or impactful work.

Encourage leadership involvement

For a branding strategy to truly succeed, it must be supported at all levels, especially by leadership. Engage with top management, ensuring they understand the value and importance of employer branding. Their support will provide the necessary resources and serve as a model for brand alignment.

Develop a compelling brand narrative 

Storytelling is a powerful tool in any branding exercise. Craft a narrative around your company’s history, mission, culture, and aspirations. The story will serve as the foundation for all employer branding content on your website, in recruitment ads, or during onboarding.

Engage employees as brand ambassadors 

Your employees are your most credible representatives. Encourage them to share their experiences online, refer potential candidates, and provide testimonials. Their authentic experiences can resonate more with job seekers than any crafted marketing message.

Leverage multiple channels for brand communication 

Your office space’s website, social media, recruitment ads, and even physical branding can convey your brand. Ensure consistent messaging across these channels. Consider platforms popular with your target talent demographic and tailor your messaging accordingly.

Monitor, measure, and refine 

Employer branding isn’t a “set it and forget it” endeavor. Regularly assess your strategies’ effectiveness by tracking metrics like application rates, retention, or employee satisfaction. Based on these insights, tweak your approach for continued improvement.

How to Drive Employer Brand Ambassadorship With Your Employees

Cultivating brand ambassadorship among your employees is like building a team of authentic and impactful supporters. These individuals don’t just work for you; they advocate for your brand, vouching for its merits from genuine experience. To maximize this potential, consider the following strategies:

First and foremost, engage and involve your employees in the company’s vision and mission. When employees feel connected to the bigger picture and see the direct impact of their contributions, they are more likely to take pride in the company and share its achievements.

Transparent communication is key. Foster an open dialogue where employees are kept in the loop about company developments, future plans, and overall strategy. When employees feel informed and valued, they are more inclined to speak positively about the company to their networks.

Recognize and reward efforts that go above and beyond. Employees who feel appreciated for their hard work become more enthusiastic promoters of your company’s culture and ethos. This could be in the form of public recognition, bonuses, or other incentives that demonstrate their value to the organization.

Invest in professional development. Offering training, workshops, or courses enhances your workforce’s skills and communicates that the company is dedicated to employee growth. Employees are more likely to recommend a company that invests in their future.

Finally, provide opportunities for employees to share their stories, whether it be in the form of company blogs, social media takeovers, or testimonial videos. Giving them the spotlight celebrates their journey and showcases the real-life narratives that potential candidates can resonate with.

Turning your employees into ambassadors is not about scripting their narrative but creating a work environment where authentic, positive stories naturally emerge. Through consistent engagement, acknowledgment, and fostering a sense of belonging, businesses can seamlessly create a network of ambassadors who amplify the employer branding strategy with credibility and enthusiasm.

The Number One Tip for Effective Recruiting Events

There’s one strategy that’s more effective than any other for maximizing the value of recruiting events, and that’s to plan and host the events yourself. 

When you host an event yourself, you’re in full control rather than being boxed in by the constraints of a third-party organization. You can spend as much or as little as you want to, and you’re not competing with dozens or hundreds of other employers for the attention of a limited pool of attendees. 

What’s most important is that when you host your own recruiting event, the targeting is entirely up to you. The more focused you can be with your intended audience and the channels you use to reach them, the more productive your efforts will be. 

That’s why you’ll notice so many of the ideas below are hyper-focused: they target a niche audience, allowing you to create highly customized messaging that caters to exactly what this specific group of candidates wants to hear from a prospective employer. 

With that said, here are 10 recruiting event ideas that can help you attract top talent. 

Creative Recruiting Event Ideas

1. Host a competition

You’ve heard of hack-a-thons for attracting development talent. This same concept can be extended into an array of other industries and can be a whole lot of fun. 

If you need to hire back-of-house restaurant staff, hold a local ‘Top Chef’ cook-off. If you’re looking to attract firefighters, invite interested applicants to try their hand at scaling the side of a tall building (in a harness, of course). 

Not only will a competitive recruiting event generate buzz within your community, but depending on where you live it could be a gold mine for local media attention, which will further amplify your job opening. 

2. Target laid-off workers

Layoffs aren’t a pleasant topic, but the reality of the current market is that many companies are cutting jobs. If you need to expand your workforce, you could benefit from one of those companies losses.

Create advertising that specifically targets laid-off employees who will soon be without a paycheck. Post lawn signs near the location where the layoffs are happening. You may even be able to partner with the downsizing company’s HR department to refer departing workers your way. 

3. Take your recruiting to the streets

Why limit yourself to a single event location when you can multiply your reach by being on the go? 

Invest in a vehicle wrap with your company’s branding and conduct “pop-up hiring” anywhere there’s a crowd. Street festivals, concerts, and conventions can all make viable recruiting outlets. ]

Related: Out-of-the-Box Recruiting Ideas

4. Recruit stay-at-home parents

In the current economy, many single-income households would love the opportunity to increase their earnings. 

If the positions you’re looking to fill can be modified to accommodate non-standard or part-time hours, like nights and weekends, host an event targeting stay-at-home parents. Post recruiting materials at playgrounds, community rec centers, the public pool, and even daycares. 

5. Prioritize veterans 

You’re missing out on a highly trained, specialized talent pool if you don’t already prioritize hiring veterans.

If you’re looking to recruit veterans who already have previous experience with civilian jobs, host an event in conjunction with a local veterans’ organization like the VA, VFW, or American Legion. If you’re in an area with a heavy military presence, you could benefit from hiring veterans straight out of the service via an on-base event. 

6. Be inclusive of candidates with disabilities

Recruiting candidates with disabilities can broaden your talent pool and make your workforce more diverse, which is a positive thing for the company. Most organizations aren’t opposed to hiring disabled candidates; they just don’t know the best way to go about it. 

Make it known that you’re an inclusive employer by working with a local group that provides resources for disabled people. Stanford’s Office of Accessible Education has a comprehensive list that’s sure to include at least a few near you.

Related: Hiring for Diversity: Understanding Why it Matters and How to Do it

7. Tap into trade schools

You’re probably aware that trade schools are a good place to connect with candidates who are skilled in things like mechanics and plumbing. However, they can also be a gold mine for many other skill sets, including:

• Administration
• Business
• Cosmetology 
• Criminal justice
• Culinary arts
• Dental hygiene
• Healthcare 
• Information technology
• Veterinary medicine

Developing strong relationships with the trade schools in your area can bring you a steady stream of highly qualified, early career candidates. 

8. Welcome candidates back to the workforce

Employees left the workforce in unprecedented numbers over the last four years. With economic conditions changing, some of those employees may feel compelled to go back to work–if the right opportunity presents itself. 

Differentiate your company by holding an event that caters to people re-entering the workforce. Create materials that communicate your excitement to welcome them to the team. 

You can further strengthen your value proposition to this candidate group by offering opportunities like upskilling and on-the-job training for candidates who are looking to start fresh in a new type of position.  

9. Make it a social event

Some candidates will simply never attend a job fair because it’s not an environment where they feel comfortable. A more casual event, like a social meetup or activity-based outing, can take the pressure off and help you connect with candidates on a more personal level. 

This type of event can work well when co-hosted by a small group of similar employers, like a handful of companies in the tech field or a group of local tourism-based businesses. 

10. Host a panel

Panels are an excellent way for professionals to learn from thought leaders in their field, but they’re also a great way for companies to reach a highly niche group of prospective talent. 

Put together a panel of experts on a specific topic and come up with a few key learning points attendees will benefit from. Though a panel is primarily an educational event, you can sprinkle in your employer branding throughout and wrap up by inviting participants to apply for your open positions. 

Additional Tips for Successful Recruiting Events

Offer virtual options

You’ll greatly increase your attendance by offering events that are remote-friendly. This also allows you to recruit beyond the constraints of your geographic region.

Related: Tips for Hosting Virtual Hiring Events

Hold on-the-spot interviews

On-the-spot interviews are interviews that are held right there during a recruiting event, versus scheduling an interview in the future via a follow-up conversation. 

You’d be surprised how many companies don’t do on-the-spot interviews. It’s a huge missed opportunity to strike while the iron is hot–that is, while you have a captive, interested candidate right in front of you. 

Advertise all your benefits, including pay

In a challenging labor market, you have to lead with your selling points. Top candidates aren’t going to waste time submitting an application and waiting for a call back to learn how much the job pays and whether they can work from home. You need to put that information out there up front, which means making it available in the materials you hand out at your events. 

Remember, focus on the audience. Niche events allow for niche messaging, which not only helps you access a more targeted skill set but helps you better sell yourself as a desirable place to work.

Related: Attract Top Candidates With These In-Demand Perks and Benefits

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These two challenges are directly tied to productivity, revenue growth, and employee retention. So what can leaders do to overcome them? One highly effective solution is to invest in strong employer branding.

Here, we’ll explain the role of employer branding in recruitment and share four tips to use it to attract outstanding talent aligned with your company culture and business goals.

What is Employer Branding?

You probably already have a general understanding of branding—the steps you take to distinguish your company in the eyes of consumers. Employer branding is similar, but the target shifts from consumers to prospective employees.

Employer branding differentiates your company from competitors among the talent you hope to recruit. It’s determined by factors like your industry reputation, company values, and benefits program, among other things.

Employer branding concerns one simple question: Does this seem like a great workplace? If the answer isn’t a resounding ‘yes’ among qualified candidates, investing in strengthening your employer brand might be a good idea (more on how to do this below).

How to Determine Your Employer Brand

Understand the value and mission of the company

The framework of the employer brand needs to be the organization’s values. Look at any mission statements and vocabulary used on profiles and company literature. If these are outdated, it’s essential that this information is all updated before you get started on the employer branding because everything should be consistent. Once you have a strong knowledge of the values and mission of the company, you’ll be able to move through the outside layers. 

Conduct internal and external research

Employer branding cannot just be created from thin air. Conduct polls and interviews with current employees to understand what they love about working with the company and their experience. There might be perks and benefits that employees love more than the leadership team even realizes. If important pieces are missing with employee experiences that you want to be part of the employer branding, introduce them and allow them to sink in.

External research is also important to understand the company’s current reputation in the marketplace. What are the reviews on Glassdoor saying? Have there been published pieces online, either positive or negative? Get a read on what people are saying and what the perception is so you know where you are starting. 

Draft an employee value proposition

The employee value proposition is the set of employee benefits provided. There are five pillars of the proposition that should be considered and documented. Compensation is the most obvious and can be a huge factor in why candidates accept a job offer. The other pillars include the benefits (health, family, flexibility, etc.), promotion/development opportunities, contribution to the world, and the organization’s culture. Document the employee value proposition and use it as your guide for employer branding.

Communicate with current employees

Your current employees are your strongest mouthpiece. Be transparent and communicate your efforts with them. You’ve already done your internal research, so continue the conversation and see how the current team members feel about the changes. Incorporate their feedback to boost your employee satisfaction numbers, and the team will be more likely to share their positive experiences with friends, family, and others in their network.

Audit onboarding and marketing practices to ensure alignment

Complete an onboarding audit and review each step of your current recruiting process. Make sure that employer branding and value propositions are clear and consistent throughout. You’ll likely find places and ways to add more references in the overall process. If anything doesn’t align with the message you want to send to potential future employees, this is the time to make those changes.

Follow up and monitor success

Any changes to the process require follow-up. Even with a fantastic execution, steps and points will be missed along the way. Review your progress, and see how your online reviews change and shift. Poll your employees after a few months and see if they notice changes. Conduct research with applicants that didn’t move forward in the process (if they are willing) to find out what made them go with another offer. Be open to making changes as you learn more about how the branding is perceived and as the needs of the marketplace change. 

The Importance of Employer Branding in Recruitment

Positive employer branding makes a big difference for recruiting teams. When an organization has put the work in to make sure the employer branding matches the mission and values of the company, it will be much easier to find candidates who are a good match. Finding top talent can be challenging, but candidates are more likely to apply for job openings if the company has a strong presence and a good reputation. 

According to a study from LinkedIn, companies with a strong employer brand attract 50% more qualified applicants, experience a 28% reduction in turnover, and cut their hiring time in half.

What’s more, they spend 50% less on hiring costs. With employee-related expenses accounting for a sizable portion of overall budgets, this metric makes it a sound financial decision to invest in your employer brand.

Employer branding has a big impact on current employees as well. The recruiting team can focus on filling fewer positions if the employee retention numbers are strong. When employees resonate with the branding and culture, there is a lower employee turnover rate. Your employer brand has three key players: leadership, employees, and industry. Leveraging all three in a coordinated manner will help you build a positive reputation that attracts candidates who will thrive at your company, stick around for the long haul, and help you make more money.

How to Enhance Your Employer Brand Strategy to Attract Top Talent

To position your company as a place top candidates want to work, follow these steps to strengthen your employer branding strategy.

1. Get friendly with Glassdoor

Many company leaders hate Glassdoor because it gives disgruntled employees an unfair platform. That may be so, but instead of viewing Glassdoor in a contentious light, you’d be better served to approach it as a mirror. If you have disgruntled employees on Glassdoor, why are they disgruntled in the first place?

Glassdoor’s own user guide for employers recommends, “Improve your candidate recruiting process with a visible concern for your company’s culture and human resources by showing, through actions, that you are listening to what the employees say.” Turn Glassdoor into a platform for constructive conversations and take action on the feedback from your own current and former employees.

If you receive negative Glassdoor reviews, don’t just let them sit there. Create an employer account or enhanced company profile, allowing you to leave an official company response to detractors. Instead of launching a counterattack, be courteous and professional, focusing on the positive steps your company is taking to build a healthy and fulfilling workplace.

Also, be proactive in building positive reviews by encouraging employees to use Glassdoor. Enlist HR to target key company departments and assist with the proper language to engage staff. You might even consider making Glassdoor part of your onboarding process, asking new hires to leave feedback as one of the steps to complete their probationary period. New hires are a great source of reviews because they bring enthusiasm and a fresh perspective.

2. Be a presence in your industry

Keep your friends close and your competitors closer. Develop a strong reputation among others in your field—and the talent they employ—by having a consistent presence at your industry’s major conferences, conventions, and events.

This is a great chance for company stakeholders to sit down and assess your industry-facing image. In what direction is your brand headed? What kind of company culture do you value? Like attracts like, so to recruit people who are aligned with your brand values, you must clarify what those values are and what steps you’re taking to communicate them to your peers.

In addition to being a valuable opportunity for employees to learn and network, industry events are a key chance to position members of leadership as thought leaders via speaking opportunities and slots on expert panels. Regarding recruiting, industry events can be a treasure trove of high performers—many of whom are there specifically to make connections that will lead them to their next role in the field.

3. Invest in employee engagement

If your employer brand represents how job candidates see your company, your existing employees are your walking, talking brand ambassadors. Make sure the message they’re delivering is a positive one by investing in their professional engagement.

The numbers supporting employee engagement are so dramatic they almost don’t seem real, but they have been tracked and recorded by the American public research firm Gallup for the last 15 years.

Gallup’s most recent report found that businesses with highly engaged employees experienced 17% higher productivity and 21% higher profitability than their non-engaged counterparts. Absenteeism was 41% lower, and turnover was reduced by anywhere from 24% to 59%, depending on the type of company. The numbers show there are virtually no downsides to investing in employee engagement.

Employee engagement can take many forms:

• Providing thorough onboarding training and ongoing opportunities for development
• Recognizing employee achievements and rewarding strong performance
• Giving employees the authority to make decisions and actually letting them use it
• Being transparent about company performance and keeping open lines of communication
• Getting clear on your company culture and investing in activities that will strengthen it

4. Turn employees into an asset

If you’re seeing a theme here, that’s no accident. Your employer brand as it pertains to would-be employees is largely determined by the people who already work at your company. Put them first, and everything else will align with your employer brand.

One of the best ways to learn where you’re succeeding and where you’re falling short as an employer is to ask the people who work for you. Consider offering an anonymous, all-staff survey to gauge employees’ perception of the company and gather feedback on opportunities for improvement. This is something powerhouse companies like Google, Amazon, and Intel do regularly (it’s no coincidence that they’re also consistently ranked among the most desirable places to work).

Once you’ve surveyed your staff, don’t just keep the data to yourself. Share it! Communicate that you’ve heard your employees and value their input, then tell them what you’re doing as a result. This helps to establish a climate where feedback is encouraged, not stifled—another important component of an engaged workforce.

After you’ve enacted the above measures to engage your employees, mobilize them. Give employees incentives for taking an active role in recruiting new talent. Offer bonuses like cash or PTO for qualified referrals. Remember, too, that recruiting isn’t limited to submitting formal referrals. Your employees constantly advertise your employer brand in their day-to-day activities: conversations with friends, over coffee with colleagues, and even via social media updates.

Help them spread the word about you by advertising your open positions internally. Company- or department-wide emails work well for this. Convey specifics—not just the job title, but the qualities and skills you’re looking for in a candidate—to help your team connect you with the right people in their network.

Related: Ways to Invest in Employee Development

5. Utilize social media

Social media is a simple way to reach a wider audience. A successful employer brand needs to be communicated to people. With so many active users on social media, it’s one of the easiest ways to get your message out to more people. Using photos, videos, and text, you can highlight your values, missions, and benefits in many creative ways. Share photos of employee events, call out your top performers, and share any accomplishments that align with your employer brand.

When candidates search for companies to work for, many turn to social media to learn more about a company and what it’s like to be part of the team. In addition, many millennials are actually learning about job openings directly on social media, so you can use it to attract talent and communicate your brand. It’s a great way to communicate with your current employees as well. 

Successful social media campaigns require consistent, high-quality content. Create a content calendar and work on engaging content. Share the look of your office spaces and cool employee corners. Highlight benefits and perks that employees get to enjoy. Post some cool projects your groups are working on and celebrate successes. Ask for engagement from your followers by asking questions, sharing polls, and jumping on fun, trending audio.

Related: How & Why to Use Social Media to Showcase Your Company Culture

Employer Branding Examples

Google

Some companies are constantly in the news for both positive and negative happenings. Google successfully combats the negative press and still attracts new talent. Using transparency in the hiring process, the company can attract high-quality candidates. The employer brand incorporates bright colors and reminds everyone to “work hard, play harder.” If you haven’t seen The Internship, starring Vince Vaughn and Owen Wilson, it’s an excellent example of employer branding, and Google’s own production company made the movie. 

Chipotle

Despite many companies’ struggles during the pandemic, Chipotle grew during this time. This growth is partly thanks to their employer branding that attracts and retains talent. The three main focuses are employee benefits, promotions, and inclusion. The company is working hard on the brand by enhancing parental leave programs, adding mental health programs, and consistently shouting out employees who have moved up the ranks. 

Salesforce

When a company is recognized multiple times for being the best workplace in the United States, it obviously has a strong employer brand. Salesforce uses the term “ohana” when referencing team members and clients. Teams are encouraged to have ohana gatherings and ensure that no ohana members are left behind. 

Netflix

Work-life balance is something that so many job searchers are looking for. Netflix works hard to care for its employees’ balance. With a parental leave benefit for up to a full year, Netflix continues to show employees that they are listening to feedback and incorporating ideas that their team members say are the most important. 

Chewy

Caring about the community is important to attract new talent. Chewy is a company in the pet industry, and they showcase charity work and donations they make to animal-related organizations. Employee volunteer events and donation drives are constantly featured and celebrated on social media channels. It demonstrates Chewy’s genuine commitment to animal welfare.

Attract More Candidates With the Help of a Recruiting Agency

Employer branding is more than just a positive image. It’s a veritable business strategy contributing to increased productivity, stronger profit margins, less turnover, and lower hiring costs. It’s a recruitment engine that can attract the right people who share your vision and goals for your company’s future.

4 Corner Resources is a nationally recognized professional staffing firm with over a decade of experience helping companies like yours recruit for growth and success. We offer diverse staffing services to suit your needs, including direct hire recruiting, temporary staffing solutions, and contract-to-hire. Ready to take the next step and meet qualified candidates in your field?

Contact us today, and let us connect you to your next amazing new hire.

FAQs

Writing a good job description involves more than just stringing together words; it is about knowing and effectively communicating what the position entails and the skills, knowledge, or experience you are looking for in a candidate. You are also selling your company as a fantastic place to work and generating excitement to appeal to the most qualified candidates.

This article will cover more about how to write a winning job description in a moment, but first, let us talk about one channel in particular where you want your job openings to shine: social media.

Key Benefits of Using Social Media for Recruiting

Suppose social recruiting is a trend you are not currently capitalizing on. In that case, it is time to start — 84% of organizations are already using social media to recruit candidates, and 78% have actually made a hire through a social network.

There are many advantages of working social recruiting into your hiring strategy. Here are a few of the major ones:

Increased visibility

When you only post your openings on job boards and your careers page, it will likely only be seen by those actively searching on those channels. However, posting job openings on social media gives you a much better chance of getting your role in front of passive candidates as well. The best places to post jobs include all of the above so you can get your information out to a larger audience.

The ability to target specific audiences

While nearly all social channels allow you to post job descriptions for free, many also offer the option to purchase targeted ads. For example, Facebook’s paid ads allow you to target candidates by location. In contrast, LinkedIn’s sponsored ads can put your posting in front of candidates with the specific skills you are looking for in a professional. 

The opportunity to show off your company culture 

Social media allows you to promote your company culture and show candidates what it is like to work for your company. In fact, 77% of employers using social recruiting are doing so in hopes of boosting their employer brand. Showcase accomplishments, fun events, employee shoutouts on your social channels, and job opportunities for an enticing blend to potential applicants. 

Reduced time-to-fill

Using a wide variety of channels (such as a mix of social media, job boards, and the careers page on your website) rather than relying on just one, you can find more qualified candidates and fill your open positions faster.

Decreased recruiting costs 

Setting up social media accounts and posting your job openings can be free (unless you choose to use paid ads). Even if you go the paid route, an impressive 55% of employers in an SHRM survey found social recruiting to be less expensive than other traditional recruiting methods.

Now that you know why you may want to consider leveraging social recruiting, here are some tips for writing listings that get noticed no matter the channel you’re posting on.

How to Write a Job Description

Be specific

When trying to attract top candidates and narrow your focus to those who are the most qualified, it is vital that you include specific information in your job description. Generally speaking, the more detailed the description, the better. 

The first thing any user will see is the title of your job, so use one that is accurate and precise rather than vague. For example, instead of making the headline of your job description “Hiring a Marketer,” use the full title of the position, such as “Regional Digital Marketing Strategist for XYZ Company.” You will also want to include your exact location, so rather than saying the job site is “Our Corporate Headquarters,” write “Our Corporate Headquarters in Miami, Florida.”

When your job description is specific rather than generic, it will stand out to the right people scrolling past, not just anyone. While a position titled “Hiring a Marketer in our Corporate Headquarters” could attract hundreds of unqualified candidates, a job description titled “Regional Digital Marketing Strategist for XYZ Company at our Corporate Headquarters in Miami, Florida” will attract candidates looking for that exact type of position in your geographic area.

The same goes for the skill sets you include in the listing. Suppose you are looking for a developer with a specific skill set. In that case, you should indicate that you are looking for someone who “is proficient with Javascript, JQuery, and HTML5” rather than just someone with “front-end development experience.”

Be concise

Job seekers do not want to read a novel to understand your job role and whether they are qualified to apply. Typically, they will spend an average of 30 seconds reading a job post before moving on to the next one.

Get to the point quickly while providing job seekers with enough information to understand what you are looking for and to make an informed decision about whether to apply. We recommend limiting your job description to one Word document page or less. According to The Undercover Recruiter, job descriptions that consist of 4,000-5,000 characters have the highest click-to-apply rates—this falls on the higher side of the range.

Highlight the most important information in the title of the job description (such as the specific job role and location, as we just mentioned). Do not overcomplicate your listing with meaningless jargon or acronyms specific to your company, as this could confuse potential candidates and make them question their qualifications. 

Be sure to end with a link or call-to-action (CTA) to drive readers to your website’s full job description or more information.

Use relevant, industry-specific keywords

Although some companies try to stand out by using job titles like “Tech Guru” or “Sales Rockstar” in their job descriptions, this makes it more challenging for job seekers to find your posting online—people do not use words like ‘rockstar’ when they are searching for jobs. 

Instead, use straightforward terms, keywords, and clear job titles that candidates will likely be searching for to increase your chances of ranking organically with major search engines like Google and Bing. For example, if you are looking to attract top candidates in the medical field, be sure to include the term “RN” rather than only referring to the position as a “registered nurse.”

Write for mobile

According to the Pew Research Center, 95% of Americans own a cell phone, and 77% specifically own a smartphone (92% and 88% of those in the 18-29 and 30-49 age ranges, respectively). Indeed determined that 78% of millennials, 73% of Gen Xers, and 57.2% of baby boomers are using their mobile devices to find jobs.

With job seekers using their mobile devices to search for jobs more frequently, you need to know how to write a great job description that works for mobile. This includes writing in a format that works well for mobile viewing, such as breaking up large chunks of text into bulleted lists, breaking the content into sections using section headers, and calling out important information with bold text.

Use the inverted pyramid

Since job candidates spend fewer than 30 seconds reading (skimming) your job postings, it is imperative that you list your most relevant information at the top. This approach — the “inverted pyramid” — is commonly used by journalists and entails putting the most vital information at the top where it is sure to be seen, then funneling it down to the least important content.

Use an engaging image

If you have scrolled through your feed on any social media platform lately, most posts you saw probably included some sort of image, gif, or video. Your job description should be no different. Do not spend time writing a great job description and then forget to accompany it with an engaging image to catch the viewer’s eye. 

Not all job posting platforms allow for the inclusion of an image, but on those that do, avoid using a generic one like your company logo or a stock photo. Instead, use a picture of your modern office space or coworkers collaborating together. You could even feature fun perks of the job, such as a photo from a networking event you held or a yoga class in the office as part of your corporate wellness program. 

Highlighting your company culture and showing what a part of your company looks like will excite job seekers about your open role and the possibility of working for your company.

Be conversational

When executed correctly, a job description feels less like some cold corporate document and more like a natural conversation. This resonates well with modern professionals, especially those of younger generations such as Millennials and Gen Z, because it allows potential candidates to connect with your brand in a low-pressure environment.

Using conversational language also allows your current employees to be conversational with their professional networks and social circles when they share the listing. They can share your job description with just one click on most social platforms, further amplifying the reach of your job posting. More than 50% of companies encourage employee referrals through their social platforms, with many offering bonuses for referring a successfully hired candidate.

Learning how to write a job description that grabs attention and makes the best talent want to apply takes practice, skill, and finesse. 

Examples of Strong Job Descriptions

Sample #1

Job Title: Barista

Job Summary:
Company XYZ is seeking a talented and experienced barista to join our team. The successful candidate will be responsible for delivering exceptional customer service and crafting high-quality coffee beverages. The ideal candidate should have a passion for coffee, be friendly and approachable, and have a track record of delivering exceptional customer experiences.

Responsibilities:

• Prepare and serve high-quality coffee beverages, including espresso, cappuccino, and latte
• Ensure consistent quality and presentation of coffee drinks
• Provide exceptional customer service, including greeting and engaging with customers, answering questions, and recommending menu items
• Maintain a clean and organized work environment, including equipment and utensils
• Follow health and safety guidelines, including proper food handling and sanitation practices
• Operate cash registers and process payments accurately
• Upsell additional menu items, including baked goods and snacks
• Assist in opening and closing duties, including cleaning and restocking supplies
• Attend training sessions and keep up-to-date with industry trends and new products
• Build and maintain positive relationships with customers and colleagues

Requirements:

• High school diploma or equivalent
• Proven experience as a barista or similar role
• Strong knowledge of coffee preparation techniques and equipment, including espresso machines and grinders
• Excellent customer service and communication skills
• Ability to work effectively in a fast-paced, dynamic environment
• Strong attention to detail and accuracy
• Ability to work early morning, evening, and weekend shifts as needed
• Food handling and safety certification is a plus

We’d love to hear from you if you have the skills and experience we’re looking for. Apply today to join our friendly team and help create memorable coffee experiences for our customers!

Sample #2

Job Title: Chef

Job Summary:
Company ABC seeks a talented and experienced chef to oversee our kitchen and ensure the highest quality of food and customer service. The successful candidate will develop and execute our menu, manage kitchen staff, and ensure compliance with health and safety regulations. The ideal candidate should have a passion for culinary arts, be creative, and have a track record of delivering exceptional food and dining experiences.

Responsibilities:

• Develop and execute the restaurant’s menu, including creating and testing new dishes
• Plan and direct food preparation and cooking activities, ensuring the highest quality of food and presentation
• Manage and mentor kitchen staff, including hiring, training, and scheduling
• Ensure compliance with health and safety regulations and food hygiene standards
• Monitor inventory levels and order supplies as needed
• Collaborate with front-of-house staff to ensure seamless delivery of food and customer service
• Manage kitchen budgets, including food and labor costs
• Stay up-to-date with industry trends and incorporate new techniques and ingredients into the menu
• Maintain a clean and organized kitchen environment, including equipment and utensils
• Build and maintain positive relationships with customers and colleagues

Requirements:

• Culinary degree or equivalent experience
• Proven experience as a chef or similar role, including experience in fine dining
• Strong knowledge of cooking techniques and ingredients, including preparing and cooking meat, seafood, and vegetables
• Excellent leadership, communication, and team management skills
• Ability to work effectively in a fast-paced, dynamic environment
• Strong attention to detail and accuracy
• Ability to work early morning, evening, and weekend shifts as needed
• Knowledge of health and safety regulations and food hygiene standards
• Food handling and safety certification is a plus

If you possess the necessary skills and experience we seek, we are excited to hear from you. Apply now and join our team, contributing to creating exceptional dining experiences for our guests!

Need additional examples? You can browse our list of A-Z job descriptions! We have a database of over 400 job titles!

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One of the major benefits of working with a professional staffing agency is that they can connect with their vast pool of candidates on your behalf. Professional recruiters are constantly working to expand their professional networks and maintain relationships with active and passive job seekers — and can use those connections to find you the best fit for your next job opening.

See how our recruiting and staffing experts team can take your job descriptions to the next level. Contact our team today to learn more or to get answers to your questions.

FAQs

What Are Passive Job Candidates?

Passive job candidates are people who are not actively looking for a job. They are content with their current employment but are open to a new job if the right opportunity presents itself. These types of candidates are attractive for many reasons. For one, since they are not actively seeking other opportunities, they will likely only be interviewing with you. This means that the time you spend interviewing and researching them is more likely to result in a hire than a candidate who is interviewing with ten firms.

Also, they currently hold a position similar to the one you seek to fill, so that training will be easier than with someone in a different field or skill set. Since they are currently employed, they are not desperate to take just any job to pay the bills. They will only consider jobs in which they have a real interest. This makes it more likely that they will stay on for the long term and that they will be satisfied in the position.  

The Difference Between Active and Passive Candidates

Active candidates are actively looking for a new jobs. They’re searching job boards, sending out applications, and may be interviewing with one or more companies. Active candidates are ready to engage with employers, which means they’re receptive to recruitment marketing and will be more likely to engage with outreach from recruiters. Inbound recruiting strategies, like writing blog posts and building your employer brand, can be useful for bringing active candidates to your doorstep.

Passive candidates, on the other hand, aren’t actively seeking out content about employment. They may or may not be receptive to contact from recruiters, which means there may be more friction to overcome in some of your conversations with passive candidates. They’re also less likely to respond to inbound recruiting and will require heavier use of outbound recruiting strategies like cold emailing. In this post, we’ll share some example outbound emails to target passive candidates a little lower down.

How Many People Are Passively Looking For a New Job?

About 83% of the workforce is passively looking for new opportunities, so these potential candidates are there for the taking. With the proper strategies, you can attract them to interview you and make it much more likely that you will fill your position with a qualified and long-term match.

Unlike active job seekers, passive candidates are not constantly checking job postings or applying for positions. This means you must move beyond job boards and career sites and look for candidates in other places by engaging in non-traditional sourcing methods.

When Should I Go After Passive Candidates?

There are a few types of roles where it’s a good idea to invest time and effort into recruiting passive candidates. 

Highly skilled positions 

When you need someone to come in and hit the ground running with a very specific skill set, it makes sense to recruit a professional who already has experience using that skill set in a similar role. This is especially useful when you don’t have much time to train someone or when there is no one to do the training because your company lacks expertise in a certain area. 

Business critical positions

For roles that are crucial to your company’s survival, you need someone with proven expertise. Recruiting a passive candidate who’s already doing the job well elsewhere can ensure positive results and eliminate the possibility of a hiring mistake. 

Leadership roles

Passive candidates are popular targets for executive roles. Their proven track record and vast experience make them ideal to step in to fill a vacant position at the top of the org chart. 

How Do You Attract Passive Candidates?

So now you may be wondering how to engage passive candidates. Or, you could be wondering where you even found them! You see the value in recruiting them but don’t know where to start. Don’t worry! We’ll walk you through how to engage passive candidates in our complete guide.

Where to Find These Candidates

If you’re wondering where to find potential passive candidates so that you can begin networking and building those connections, it can be hard to know where to start. However, in-person events and social media platforms are great tools for recruiting passive candidates.  Here are our top picks to get you started!

1. Look for networking events in your community

If you are not already acquainted with local networking events, you can search for some that are relevant to your industry on websites such as Eventbrite or Meetup. There is nothing like meeting people in person to really make a long-term connection. You can use these meet-ups to scout potential candidates, but just as importantly,  they can be used to pitch your company. Use these events as an opportunity to showcase anything that would attract potential candidates to come and work for you. Talk about the benefits you offer or your company culture. You can talk about the way you support career growth. Any positive impression you can make now will mean that follow-ups are more likely to lead to hiring results. 

2. Use LinkedIn to connect with candidates in your industry

LinkedIn is a great place for recruiting passive candidates. You can search for candidates by job descriptions, qualifications, industry, and more. You can contact these candidates directly and implement general networking strategies with people in your field. That way, when a position opens up in your company, you will already have made connections with potential candidates, and you won’t have to cold email. This form of passive recruiting can pay off in the long term. 

You can build relations on LinkedIn by participating in groups relevant to your industry. Make sure to share insights and relevant news about your industry on your LinkedIn page. This is another type of passive recruiting that you can implement for a long game. 

Related: How to Use LinkedIn to Source Top Candidates

3. Share your job opening on Facebook

There are many ways you can use Facebook to recruit passive candidates. You can start by creating an engaging post about the job opening and sharing it with your followers. Or, you can use Facebook’s advertising tools to boost your post and get it in front of the right audience so that your reach extends past just your followers. You can narrow your potential audience in a way that gets your ad in front of the right eyes. You can also use Facebook to perform a creative search to look directly for candidates. Lastly, you can post jobs to a local community or industry group.

Related: How Facebook Can Enhance Your Recruitment Strategy

4. Use Twitter to promote your company and any open position 

One of the most useful tools on Twitter for reaching more people is the retweet feature. Writing engaging and compelling tweets regularly about your company is a great way to create general interest in your company and get retweets. When there is an open position in your company, tweet about it fun or interestingly, making it more likely to get retweeted. Make sure to shoot out more than just one tweet about the position to increase the likelihood that Twitter users will see it. You can also search for candidates on Twitter by searching keywords or hashtags. 

Sourcing Techniques

Now that you know some of the best places you should be using to look for passive candidates, let’s talk about some other passive candidate sourcing techniques. 

1. Write engaging and catchy job descriptions 

Sometimes going back to basics can greatly increase your chances of landing that perfect candidate. Review your existing job postings and make sure that you are attracting the right kind of candidate. A well-written, clear, and catchy description will increase the number of people who want to apply. Write the qualifications clearly and straightforwardly to attract the right candidates and dissuade nonqualified job seekers from applying. 

Related: How to Write a Job Description to Attract Top Candidates

2. Establish an online presence

Having a strong online presence will help you have better name recognition and visibility among potential passive candidates. Make sure your website is up to date. Use search engine optimization (SEO) techniques to increase traffic to your page. Share interesting and fun things about your company on your website. 

We discussed using Facebook, Twitter, and LinkedIn to post job openings. In order for that strategy to be effective in recruiting passive candidates, you need to have an already established social media presence on these platforms. Share interesting industry news, tidbits about your employees, and showcase your company’s culture. The more recognition your company has, the more likely a passive candidate will be to show interest when approached with an opportunity. 

3. Establish a pro-employee reputation

Have you ever heard someone say, “That company is a fantastic place to work,” or, “I hear they really put their employees first?” A great reputation among your employees is one of the best passive candidate sourcing techniques you can use.  You can discuss your pro-employee culture on your website, social platforms, and job listings. 

4. Leverage employee referrals 

Your existing employees are among your best resources for recruiting passive candidates. Creating an appealing work environment will make it easy to encourage your employees to use their own connections. Some companies find it beneficial to have a referral program through which they pay their employees to bring in candidates that result in a hire. 

Related: How to Make Your Employee Referral Program a Powerful Recruitment Tool

5. Tailor the application process to passive candidates

A long and arduous application process may turn off a passive candidate. Make your application easy to access and complete. If a passive candidate makes it to the interview process, consider what kinds of questions would be conducive and which ones would be cumbersome to ask. For example, you may not ask a candidate you sought out, “What attracted you to this company,” or other questions that don’t make sense in this situation. 

Recruiting passive candidates is an ongoing process that demands constant engagement and care. It means investing in passive candidate sourcing techniques regularly, not just when you have an active job opening. Building relationships in person and online will take time. Curating your online presence will take some hard work and dedication, and paying for ads can also help. When the time comes to hire someone new, this will all be worth it.

How to Recruit and Retain Passive Candidates

Earlier, we mentioned using outbound recruiting strategies like cold emails to target passive job seekers. While this strategy requires an investment of time and labor, it can also be highly effective in building trust and ultimately getting passive candidates to apply. 

We’re saying ‘email’ here, but this strategy can also be used when messaging candidates on LinkedIn. In fact, LinkedIn can be even more effective since most candidates won’t feel comfortable being approached on their company email account, and tracking down personal email addresses is tricky.

Email example #1

Subject line: [Position title] at [Company name]

[Candidate name],

My name is [Recruiter name] and I’m a recruiter for [Company]. I came across your profile and was impressed by your background in [background details]. We’re looking to hire a [position title], and your experience makes you seem like a strong fit. 

Are you open to hearing more about the opportunity? If so, I’d love to tell you more about it (with no pressure) and learn more about you, as well. Let me know what day and time would work well and we can set up a call.

Have a great day. 

[Recruiter name]

Email example #2

Subject line: More info on [position title]

[Candidate name],

Hi again. I know you’re busy and might not have time for a call right now, so I thought I’d share a bit more information about us to help you decide if it makes sense to connect. 

We’re a company that [insert background on company, mission, values, etc.]. The [position title] works on things like [job duties], and has some exciting projects in the works like [upcoming projects].

All employees are entitled to benefits like [insert benefits like health insurance, 401(k) matching, etc.]. You can watch a short video spotlighting some of our employees here [link to video or other asset]. 

I hope this gives you a better understanding of what we’re all about. If you have questions or want to talk further, my inbox is open!

[Recruiter name]

Recruiting passive candidates is an ongoing process that demands constant engagement and care. It means investing in passive candidate sourcing techniques on a regular basis and not just when you have an active job opening. Building relationships in person and online will take time. Curating your online presence will take some hard work and dedication, and paying for ads can also help. When the time comes to hire someone new, this will all be worth it.

Engage With Staffing Experts Today

Our expert recruiters and headhunters have built an extensive talent pipeline of both active and passive candidates. These candidates are categorized under industry and skillsets. So, we are prepared to find you the best-fit candidate, regardless of your unique hiring needs.

We have built our reputation by providing a personal, flexible, and consultative approach to our clients and candidates. We focus on quickly providing you with a culture fit and qualified candidate. 

To learn more about our staffing solutions, schedule your free consultation today.

11 Top Tips For Writing a We Are Hiring Social Media Post (With Examples)

1. Keep it simple

Even if you don’t know much about social media, you probably do know that people have limited attention spans. This is especially true when they’re scrolling mindlessly on their phone. 

This means you have to catch their attention and do it quickly. Don’t attempt to share the entire job description in a social media post. Instead, focus on the highlights and offer a link to learn more. Use an eye-catching image, preferably with people or large, bold text.

Example: “We’re hiring! Looking for line cooks to join our award-winning kitchen team. On-site training available.”

2. Make it easy

As we just discussed, catching a candidate’s attention is already a challenge. Once you’ve accomplished that, don’t ask them to do more work. Make the steps required to get from your post to the job application as easy as possible. 

Example: This help-wanted post from a hospital in Houston makes it super simple for interested candidates to take the next step. 

Not only do they offer three different job openings to consider, they include an individual link to each one, so the viewer doesn’t have to go searching on their website for the job they’re interested in. They also make it easy for those who want to browse other openings by including a link to their general careers page. 

3. Detail the position

Help candidates instantly decide if a position is right for them by describing the job duties. This enables people who view the post to opt-in or out, which can mitigate unqualified candidates and aid in screening. 

Example: Made In NYC details exactly what they need their new marketing and engagement program manager to do.

After capturing attention with a simple, bold image, they use the post caption to highlight three of the core job duties: “support our storytelling, engage and provide technical support for our members, plan networking events.” This makes it incredibly simple for someone who sees the post to know whether they’re up for the job’s demands. 

4. Call out desired skills

You can also help candidates opt in or out of applying by using your caption to name the specific technical qualifications you seek. 

Example: “Graphic designer needed! Seeking creative candidates who are proficient in Adobe Illustrator and Photoshop.”

Related: How to Write a Job Description to Attract Top Candidates

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5. Introduce the company

If your business isn’t a household name (yet), include a line or two in your post that briefly describes who you are and what you do. You can tell people about the kind of services you provide or the products you sell. 

Example: This Florida restaurant does a great job succinctly describing itself in its job post. 

In a single sentence, they summarize all the key details a job applicant needs to know: the type of restaurant they are in, the food they offer, and their location. 

6. Highlight your selling points

Take your basic company description one step further by conveying what makes your organization better than the rest. If you’ve won any awards or earned a reputation in your industry for having excellent benefits, for example, a we are hiring social media post is a great place to showcase those qualities. 

Example: “Join the HVAC team named ‘Best in the Hudson Valley’ for three years in a row! Insurance coverage available for full- AND part-time employees from day one.”

7. Put your money where your mouth is

Job seekers care about money, plain and simple. It’s consistently the number one factor candidates consider when looking for a new job. If you’ve got an attractive offer in the form of salary or other monetary perks, including it in your social media caption will go a long way toward getting your post noticed. 

Example: The Lake County Sheriff’s Office advertises their $10-20k sign-on bonuses loud and clear. 

Publishing a salary range with the job description is another way to command added attention. 

8. Speak to candidates’ desires

Top marketing professionals know the best sales copy and explain how the company solves a problem for its customers. You can apply the same strategy with your ‘we’re hiring’ post by calling out the pain points you solve for candidates as an employer. 

Example: This healthcare staffing agency names three specific things candidates will likely be looking for. 

By sharing how they act as a listening ear, an advocate, and even a gossip buddy, the company demonstrates that it clearly knows and understands its contractors. 

9. Spotlight happy employees

Who better to convince job seekers to apply than current employees who love their jobs? Use testimonials–videos are great for this–of existing staffers gushing about why they’re happy to work for your company and encouraging others to join the team.

Example: “My job with [COMPANY NAME] is the best one I’ve ever had because the company truly values its employees. My managers are supportive and are always looking for opportunities to help me grow in my career. Whenever there’s an open position, I tell my friends to apply because I want everyone to love their job as much as I do.”

Related: How & Why to Use Social Media to Showcase Your Company Culture

10. Emphasize your mission

Today’s candidates–especially those on the younger end of the spectrum–want more than just a paycheck from their job. They want to feel that their work has meaning or is accomplishing an intrinsic purpose other than just making money. Capitalize on this preference by explaining how your work makes an impact.

Example: Sage Therapeutics engages job seekers by sharing how it touches “millions of lives.”

You can also emphasize your mission by spotlighting charitable partnerships and philanthropies you support.

11. Niche down

When posting a job listing, it’s only natural to want to reach as many people as possible. But all those eyeballs don’t do you any good if they don’t belong to people who are right for the role. Instead of casting the widest net possible, use the language in your caption to narrow your focus to the specific type of applicant you’re looking for. 

Example: The Chesterfield County Police Department has a very particular audience in mind for this post.

They speak directly to their intended audience–former police officers–and name the frustration (waiting until “something better comes along”) those candidates are dealing with.

Finally, when formulating your caption, don’t forget to consider the platform. LinkedIn, for example, has a more formal tone than Instagram. TikTok’s audience skews younger. These factors will help you craft a post that strikes the right chord with the right audience, bringing you more qualified applicants for your open jobs. 

Related: Catchy Headlines for Job Ads With Examples