Hosting a successful recruitment campaign is vital to your agency’s success because we all know that low staffing or picking the wrong person can be detrimental to your organization.
Getting the right applicants is an essential part of the recruitment process and can even save your organization money in the long run.
“When you hire someone who is not a good fit, your team and business will suffer. In a 2014 study by Robert Half International, 34 percent of CFOs agreed that bad hires cost them productivity. They said that managers spend 17 percent of their time, or almost a day a week, supervising poorly performing employees. The U.S. Department of Labor also estimates that a bad hire can cost up to 30 percent of the employee’s first-year earnings.”
Remember, it’s crucial to put in the time to strategize and create a recruitment campaign plan to maximize your outreach and visibility. If you don’t put in the time now, you’ll end up putting in the time later when you hire the wrong applicant.
Now, you’re probably strategizing in your head about how you want to go about creating the best recruitment campaign for your agency as you read this, and we want you to know you’re on the right track!
From implementing the correct verbiage into the job description, generating quality content, utilizing social media, and creating a robust website, we have some tips to get you started.
Job Description Verbiage
The verbiage used in a job description is more important than you think. The verbiage is what will strengthen your probability of gaining the best applicant for the position. It’s important to be succinct in the job posting and be as detailed as possible to ensure qualifications and experience align with the candidate. Remember, this is the first step in creating a successful recruitment campaign and has the power to weed out unfit applicants.
Generate Quality Content
When preparing for a recruitment campaign, somewhere on your list lies “create marketing content.” The content needed for a successful campaign includes professional photos, engaging videos, and graphics. Get that pen and paper ready because we want you to jot this down… capture organic and candid images and videos that bring to life the essence of the job. Being overly posed and scripted can be a big turn-off. Remember, be creative and step outside the box when as much as possible.
Here are some recruitment photo ideas done right by Covina Police Department!
Regarding generating videography that captures the essence of the job, check out this video we shot with Hemet Police Department!
Utilize Social Media
Your best marketing tool for recruitment is social media, especially Facebook, Instagram, and LinkedIn. It’s important to note that content shared across each of the three platforms does not need to mirror each other. For instance, a Live hiring Q&A might work best on Facebook, while on Instagram, you’re better off sharing using a Reel or captivating photo that directs them to your bio link. When it comes to LinkedIn, posting the direct job link will likely generate the most engagement.
There are so many tactics you could use to promote a recruitment campaign on social media. One way you can garner attention and interest is by providing resources on social media by sharing FAQs, interview tips, resume advice, the hiring process, pay, benefits, and more. Be sure to engage with followers and respond to as many questions as possible to elevate the amount of information that is made public. You can also implement fun tactics into the recruitment campaign by posting Instagram stories, using stickers, asking questions, conducting polls, and adding music; a Q&A would be perfect for Instagram stories.
Finally, paid social media advertisements are a great way to expand your digital reach. Although employment laws limit who you can target with your ad, you can narrow your audience to a specific geographic region.
Creating a robust website is an imperative part of generating a successful recruitment campaign. We cannot stress enough that an intuitive website that is easy to navigate is vital because if an applicant cannot find where to apply in less than 20 seconds, the candidate will exit the website. Be sure that the website is mobile and tablet-optimized because more and more job seekers are using devices to find a new job.
“In today’s gadget-friendly economy, many companies are optimizing their websites for mobile viewing. However, employers are losing a lot of opportunities by forgetting to create a mobile-friendly experience for job seekers. 45 percent of job seekers search for jobs daily on their mobile device, while 89 percent of job seekers think mobile devices play a critical role in the job-hunting process.”Undercover Recruiter
Lastly, be sure that your agency website is interactive, informative, and modern. You can accomplish this by offering value to each visitor who comes across the website in a visually appealing way like our friends at the San Joaquin County Sheriff’s Department.