Why recruitment marketing services are important
Searching for a dream job is a lot like searching for a product or service — before you buy (or apply), you want to know everything about there is to know. You want to know about the business, the benefits, the location, and the brand as a whole before you commit or even show interest.
Recruitment marketing allows you to promote your job openings like you would a product or service — by showing off the best assets, informing about your brand, and exciting potential applicants.
After all, the goal is to sell the position — to the right candidate.
But why is it important to market open positions in such a way that excites users and sells the position? Simple! It’s for the future success of your company.
Recruitment marketing allows you to promote your job openings like you would a product or service — by showing off the best assets, informing about your brand, and exciting potential applicants.
After all, the goal is to sell the position — to the right candidate.
But why is it important to market open positions in such a way that excites users and sells the position? Simple! It’s for the future success of your company.
Scenario 1: Little to no digital recruitment marketing
You’re trying to fill a position for a graphic designer at your marketing firm. Without digital recruitment marketing strategies, you post the bare essentials when it comes to information about the position and your brand.
You provide what kind of qualifications the candidate should have, the daily responsibilities they’ll adopt, and a short list of benefits that they’ll receive from the company.
After a few weeks on a job site like Indeed, you have two applications. Both are qualified, but neither seems to have a zest for the job. With the need for a graphic designer looming, you choose the best-fit candidate out of your two applicants.
Two months after hiring the candidate, you realize that maybe they weren’t the perfect fit after all. They don’t seem to fit into your work environment, and they don’t share the same excitement you and your coworkers share for the job.
Though they’re qualified, they’re probably not the very best choice for the position, but your company needed a graphic designer, and you only had two applicants.
You provide what kind of qualifications the candidate should have, the daily responsibilities they’ll adopt, and a short list of benefits that they’ll receive from the company.
After a few weeks on a job site like Indeed, you have two applications. Both are qualified, but neither seems to have a zest for the job. With the need for a graphic designer looming, you choose the best-fit candidate out of your two applicants.
Two months after hiring the candidate, you realize that maybe they weren’t the perfect fit after all. They don’t seem to fit into your work environment, and they don’t share the same excitement you and your coworkers share for the job.
Though they’re qualified, they’re probably not the very best choice for the position, but your company needed a graphic designer, and you only had two applicants.
What’s the issue?
The issue is that after weeks of your job opening sitting on a recruitment site, you only have two applicants. This is an issue because it doesn’t allow you to be very picky when it comes to your new employee, and when you’re hiring a new teammate, you should always be choosy.
Another issue is that you have hired someone that doesn’t fit the culture of your brand and doesn’t share the same zest for their job that the rest of your team does. They do great work, but when it comes to bringing the very best to the table, you probably could have found a better candidate. Now your team is suffering.
Another issue is that you have hired someone that doesn’t fit the culture of your brand and doesn’t share the same zest for their job that the rest of your team does. They do great work, but when it comes to bringing the very best to the table, you probably could have found a better candidate. Now your team is suffering.
Scenario 2: With digital recruitment marketing
You’re still trying to fill the same position for a graphic designer at your marketing firm. With digital recruitment marketing services, you’re able to provide tons of information about the position and your brand, and have the information circulated around the Internet in order to appeal to the largest pool of applicants.
You provide the qualifications that the candidate should have, and instead of just providing generic qualifications like Bachelor’s Degree and a GPA of 3.7, you also provide characteristics that they should bring to the table. You share that the perfect candidate should have a positive attitude and a passion for their work.
You also provide their daily responsibilities, but you word them in a way that excites applicants. You also include “providing positivity and happiness to the team,” as a responsibility. When you do so, applicants now understand that this is a required personality trait for this job, and that it’ll probably be required to be successful in the position.
You provide the benefits they’ll receive from the company and provide a statistic that shows that your company provides better benefits than any other in your industry. More excitement!
When you provide your brand description, you provide information like where you’re headquartered, the kind of work you do, the industries you serve, the results you’ve driven, and the culture you promote.
Digital recruitment is also largely about optimizing your listings to reach qualified candidates where they’re looking online, so you also post your job listings to social media and optimize them with important keywords.
After a few weeks on a job site like Indeed and sharing the open position on social media sites like Facebook and Twitter, you have 48 applicants. They’re all qualified, and at least 75 percent have a passion for their work, which you can tell by the enthusiasm in their responses. With the need for a graphic designer looming, the only issue you’re having is not being able to get through the huge pool of applicants on time.
After reading through resumes, you’re confident that you’ve hired the very best option for your company.
Two months after hiring the candidate, you realize that they’re truly the perfect fit. They share the same passion for the job that your team shares, and they bring positivity and light to the workplace.
You provide the qualifications that the candidate should have, and instead of just providing generic qualifications like Bachelor’s Degree and a GPA of 3.7, you also provide characteristics that they should bring to the table. You share that the perfect candidate should have a positive attitude and a passion for their work.
You also provide their daily responsibilities, but you word them in a way that excites applicants. You also include “providing positivity and happiness to the team,” as a responsibility. When you do so, applicants now understand that this is a required personality trait for this job, and that it’ll probably be required to be successful in the position.
You provide the benefits they’ll receive from the company and provide a statistic that shows that your company provides better benefits than any other in your industry. More excitement!
When you provide your brand description, you provide information like where you’re headquartered, the kind of work you do, the industries you serve, the results you’ve driven, and the culture you promote.
Digital recruitment is also largely about optimizing your listings to reach qualified candidates where they’re looking online, so you also post your job listings to social media and optimize them with important keywords.
After a few weeks on a job site like Indeed and sharing the open position on social media sites like Facebook and Twitter, you have 48 applicants. They’re all qualified, and at least 75 percent have a passion for their work, which you can tell by the enthusiasm in their responses. With the need for a graphic designer looming, the only issue you’re having is not being able to get through the huge pool of applicants on time.
After reading through resumes, you’re confident that you’ve hired the very best option for your company.
Two months after hiring the candidate, you realize that they’re truly the perfect fit. They share the same passion for the job that your team shares, and they bring positivity and light to the workplace.
What’s the issue?
There are none! With digital recruitment marketing, you had a huge influx of applicants that were all qualified for the job. You were able to be picky because there were so many great applicants, and you selected the one that had all the qualifications and the personality.
Your brand is now better because of your new applicant. They’re producing great work, supporting the team, and adding to the culture.
Your brand is now better because of your new applicant. They’re producing great work, supporting the team, and adding to the culture.
What does this say about the importance of recruitment marketing?
Without recruitment marketing, you run the risk of hiring someone that is unfit for the job, doesn’t fit your workplace culture, or doesn’t bring much to the table in terms of personality.
In order to hire the perfect candidate, you need a recruitment marketing campaign to ensure that you’re advertising the job position correctly and appealing to the candidates that you truly want to hire.
A digital recruitment campaign also allows you to spread the word of the open position more easily, since we’ll help you share it on social media platforms.
If you don’t hire the right person for the job, it could put strain on your team, result in a lack of work being done, or even cause your company to lose money by training them and then ultimately firing them.
The best way to ensure that your brand stays exactly the way you’ve built it up to be in terms of culture and qualifications is to hire candidates that fit the bill.
And the only way to hire candidates that fit the bill is to recruit them in the right way with digital recruitment marketing.
In order to hire the perfect candidate, you need a recruitment marketing campaign to ensure that you’re advertising the job position correctly and appealing to the candidates that you truly want to hire.
A digital recruitment campaign also allows you to spread the word of the open position more easily, since we’ll help you share it on social media platforms.
If you don’t hire the right person for the job, it could put strain on your team, result in a lack of work being done, or even cause your company to lose money by training them and then ultimately firing them.
The best way to ensure that your brand stays exactly the way you’ve built it up to be in terms of culture and qualifications is to hire candidates that fit the bill.
And the only way to hire candidates that fit the bill is to recruit them in the right way with digital recruitment marketing.
What digital recruitment marketing strategies do you need to attract the right applicants?
At Adlevel, we provide four different digital recruitment packages that offer different strategies based on your business, how far you’re looking to reach with your marketing, and more.
Here are a few of the services that we offer:
Here are a few of the services that we offer:
Monthly recruiting ads
Monthly recruiting ads are one of the best ways to expand your audience beyond a third-party recruiting site. Though these sites can be successful, to maximize the reach of your campaign, recruiting ads are extremely helpful and effective.
We offer four different tiers for monthly recruiting ads that all offer different price points for how much you spend on ads on a monthly basis.
Custom employment landing pages
Just like you market products and services with custom landing pages, open job positions are no different. Providing custom employment landing pages for those who click on the positions that you have listed gives a customized experience and more effectively attracts interested applicants.
Keyword research
In order to optimize your job positions, it’s important to do keyword research. That’s why initial keyword research is a service included in every one of our digital recruitment marketing packages.
It’s important because it allows you to target your most qualified pools of applicants with the keywords that they search to find jobs.
It’s important because it allows you to target your most qualified pools of applicants with the keywords that they search to find jobs.
Google Analytics
Google Analytics is one of the best ways to keep track of any marketing campaign. It allows you to keep track of things like traffic, goal completions, conversions, and more.
Each of our digital recruitment marketing packages includes the setup of Google Analytics, Google Analytics conversion tracking, and custom dashboards on the platform.
This allows us to ensure that your job positions are performing effectively, and it helps us to figure out what we need to tweak in the campaign if they’re not.
Each of our digital recruitment marketing packages includes the setup of Google Analytics, Google Analytics conversion tracking, and custom dashboards on the platform.
This allows us to ensure that your job positions are performing effectively, and it helps us to figure out what we need to tweak in the campaign if they’re not.
PPC management
Pay-per-click advertising (PPC), is one of the best ways to ensure that your job postings get the traction they need to draw applicants. Each of our packages includes Google PPC management as well as sponsored and targeted Facebook PPC Management.
Dedicated account representative
When you work with Adlevel, no matter the size of your campaign, you’ll receive a dedicated account representative that’s with you through the entirety of your campaign. They’ll be able to answer questions and provide insight into your campaign’s success.
With our winning combination of digital recruitment marketing services, you’ll be able to see more high-quality applicants for the jobs that you’re looking to fill within your company.
With our winning combination of digital recruitment marketing services, you’ll be able to see more high-quality applicants for the jobs that you’re looking to fill within your company.
How does Adlevel create the best digital recruitment marketing campaign for you?
Adlevel is known for being one of the best Internet marketing agencies in the world. So how do we create the best campaign for you?
Identify your audience
First things first – we do our research. We’ll get all sorts of information from you about your business so that we have the best idea possible of who we’re marketing your jobs to. We’ll get a feel for your perfect candidate, their demographic, their interest, and more to learn exactly how to craft your job listings so that they resonate with the right audience.
Place listings on the most beneficial platforms
Just sharing your job postings on third-party recruitment sites like Indeed and GlassDoor can be extremely effective. However, it’s not making the most of your job post. If you want to get the most traction, you’ll have to post them in more than one place.
Social media is an ideal place to share your job listings because it can reach an enormous amount of people in a short amount of time.
When you work with Adlevel, we’ll ensure that your job listings are available on the best platforms to give you the best chance to find high-quality employees.
Social media is an ideal place to share your job listings because it can reach an enormous amount of people in a short amount of time.
When you work with Adlevel, we’ll ensure that your job listings are available on the best platforms to give you the best chance to find high-quality employees.
Craft the perfect job listing
When you create a job listing, it’s about more than just providing important information. It’s about exciting potential applicants with the way you talk about each position.
We’ll ensure that your copy is exciting and enticing for applicants so that they have a better chance of applying to the job, and be sure to include all the qualifications an applicant should have so that you receive only serious applicants from the start.
We’ll ensure that your copy is exciting and enticing for applicants so that they have a better chance of applying to the job, and be sure to include all the qualifications an applicant should have so that you receive only serious applicants from the start.
Analyze the results
A campaign is nothing without analytics. Without analyzing the results, you’ll never know if you’re correctly marketing your job listings.
That’s why Adlevel measures, monitors, and analyzes the number of applicants you receive, where they’re coming from, and other key metrics to ensure that your recruitment marketing is as successful as possible.
We’ll use our findings to tweak your campaign so that it’s even more effective in the next month.
That’s why Adlevel measures, monitors, and analyzes the number of applicants you receive, where they’re coming from, and other key metrics to ensure that your recruitment marketing is as successful as possible.
We’ll use our findings to tweak your campaign so that it’s even more effective in the next month.
Why choose Adlevel for digital recruitment marketing services?
With so many digital marketing agencies out there, it can be hard to choose one for your digital recruitment endeavors. That being said, Adlevel has a good thing going — here’s why:
We’re home to over 500+ marketing specialists in all areas of the industry including SEO, PPC, content marketing, social media, and more. We pride ourselves on driving the best possible results for our clients.
Speaking of clients, we have over 1020 client testimonials that speak to the quality of our services. We work with tons of different industry niches to provide them with custom marketing strategies that help them meet their own personal business goals.
We are experts at creating the perfect job listings, optimizing them, and analyzing them over time so that you get the best applicants possible to better your team.
We’re home to over 500+ marketing specialists in all areas of the industry including SEO, PPC, content marketing, social media, and more. We pride ourselves on driving the best possible results for our clients.
Speaking of clients, we have over 1020 client testimonials that speak to the quality of our services. We work with tons of different industry niches to provide them with custom marketing strategies that help them meet their own personal business goals.
We are experts at creating the perfect job listings, optimizing them, and analyzing them over time so that you get the best applicants possible to better your team.
