Did you know that job seekers are 7 times more likely to apply to roles in companies that they feel they relate to?
These days, content is king, no matter if you’re looking to sell a product, show off your service or even recruit someone. That’s right, job seekers are hunting out roles in companies that excite them with great content. But how and why is this relevant to recruitment?
Today, we talk about why the humble job vacancy just isn’t cutting the mustard anymore and how content marketing is the key to attracting the right type of job candidate.
Your regular vacancy listing is boring , sorry.
If you’re guilty of using the same copy and paste job ad every time it comes to recruitment, keep reading.
A bland and over-used job ad is the reason you struggle to recruit good candidates and it’s that simple. A vague and boring job post won’t cut the mustard, especially if you’re looking for top quality candidates. Times New Roman, size 12 and poorly formatted isn’t going to draw candidates in. A job advert should be an extension of the company. Don’t give too much away, but give a flavour about what it’s like to work for you. This is a great way to cut off the deadwood before you even start receiving applications. The more specific you are, the less unsuitable applications you’ll have to rifle through.
We’re not saying it has to have widgets and slide shows and pictures and different fonts, sizes and colours, but it does have to be somewhat engaging. Here’s how you can do it successfully…
Step One: Take a look at who you’re trying to recruit.
If you’re recruiting, there is a good chance you already know the type of candidate you’re looking for. Are they a team player? How much experience do they have? What matters most to this person in a job? Where do they look for jobs? Once you have established who the candidate is and where you’ll find them, it’s time to start your content marketing.
Step Two: Go ahead and create some content.
The type of content you create for your recruitment process will very much depend on who you’re trying to recruit. That’s why step 1 is vital. Then step 2 will help you decide on the type of content, tone & voice of content and location of the content.
- TYPE OF CONTENT – Videos, blog posts, social media posts – what type of content are your ideal candidates most likely to engage with? Are they online or offline?
- TONE & VOICE – Are you speaking their language? Using Jargon? Are you referencing things they’ll recognise in the job?
- LOCATION OF CONTENT – One candidate might spend their days on Facebook, the other scouring job websites. You should share content to different channels to target different potential candidates.
Step Three: Share out your content marketing efforts and monitor the results.
Share out your content in your chosen platforms and monitor the results. How many good quality candidates have come through compared to before? How are people engaging with your content? If it’s not quite right, adjust the content. Share it elsewhere. And don’t be afraid to ask for feedback from those who are already working for you. What are their thoughts on the content? Is it relevant and accurate to the business? Find out from the people who already work there!
Why not give content marketing a go? You never know, your recruitment process could take just a fraction of the time with a little bit of creative content targeted to the right audience!
And remember, you can post any dental vacancies on our website completely free of charge to compliment your content marketing! Let us know how you get on with our ‘content marketing for recruitment’ tips!