#NowHiring
We’ve all seen the yard signs outside businesses announcing open positions or the billboards for entry level positions with hourly wages enough to make you consider a career change. These marketing tactics normally come across as a desperate call for workers or the last-ditch effort to get some help. The marketing of a job says a lot about the company. These print advertisements can sometimes have the reverse effect causing job seekers to wonder what is so wrong with the company that they must advertise in such a big way. Others assume that with that high of a salary they are thriving and want to welcome in more help. That’s the thing about marketing—it’s all subjective. When it comes to advertising for your company’s open positions you must look at it from both points of view. How is this going to make you look to the average job seeker? What can you do to stand out without seeming too desperate? In this short article I want to discuss some easy ways to advertise your open positions in an effective manner and when is the time to turn to a recruiting agency for help.
Social media has made it easier than ever to create buzz around an open position. I recently posted a position on LinkedIn and within a couple hours it had multiple shares, comments, applicants, and several DMs requesting info. If you can build a big enough brand for yourself on socials this is where your network comes into play. Adding a call to action to the post is key. Many people on LinkedIn will share news of a job posting if you add at the beginning for your connections to share the post. A call-to-action challenges individuals to repost, comment, like, etc. This is key on LinkedIn. Instagram and Facebook do get a little trickier. Paid media and hashtags can increase the likelihood of individuals seeing the post. Make sure your graphics are eye catching and your captions are not too long.
Moving on from social media, job boards are also a great resource. We use several job boards in recruiting. One of them allows us to post on several job boards all with a click of a button. The most common one that we recommend is Indeed. Indeed, is easy to use and you can put as little or as much money into the posting as you want. For higher end, C-Suite positions we normally recommend LinkedIn. LinkedIn allows you to post for free or paid. Once these jobs are posted it is essential to urge others at the company to share the job on socials by reposting and giving testimonials of the company.
The biggest reason we see individuals leaving their positions is because of culture. Whatever you can do on the publicity end to prove that you have a great work environment will aid you in the hiring process down the line. What makes your company different from others? Sharing these insights regularly on social media can benefit you down the road when it comes to hiring. It is almost a given that an individual is going to look up your company before they interview. If you have negative reviews and no social media, it is not going to look great to the candidate.
So, you’ve done everything above and you still can’t find the right talent. That’s where my shameless plug comes in! At Arrowhead we make sure your job is being marketed on 7 different channels. We advocate for you and share the positives of working for your company. We are on your side and act as a hype-man for your business! This form of marketing is word of mouth and normally is better received from individuals than reading an ad and wondering if they are good enough for the position. If all else fails, you can write a blog about marketing best practices and then plug your company at the end! See what I did there?
Happy Hunting!