Imagine the perfect person for your team is looking for a new job…

They’re after something different. They want to contribute and be a part of something great.

What they’re seeking…happens to be the exact job you’re trying to fill. This person has the right skills, knowledge and experience to do a phenomenal job.

But how do they find your employment opportunity? 

The answer is simple… the Internet. 

Today digital platforms are the easiest and most convenient ways for candidates to apply for roles and network with individuals. Powerhouse platforms like Seek and Linkedin have given individuals this opportunity. If you find that you are not active across these platforms, then it’s best to reassess how you are recruiting…. 

Questions you may need to ask though when thinking about your digital footprint though, 

Does your company have a strong employer brand that gets people proactively seeking out your jobs? 

Your digital presence needs to motivate and showcase to potential candidates what your company is about and how one can fit in with your team and culture. 

The fact is: there’s not only one best way to advertise or recruit top talent in digital.

There are many avenues for people to search and find the perfect opportunity:

• A search engine
• Your company’s website and career page 
• Your company’s social media page
• Job posting in a local hotspot
• Linkedin

Building connections with candidates

Having this digital reach gives you ways to connect with potential candidates and widens your pool.

And from that large pool, you can select the top qualified people.

Amy Rees Anderson shares in a recent Forbes article, “Attracting the best and the brightest people to join your company is the goal of any good leadership team, but finding those people requires serious creativity in your recruiting efforts.”

Getting creative in your recruiting

Like Anderson says, sometimes we need a pinch of creativity when it comes to recruitment.

Here are some unique ways on how to use digital to connect with potential candidates:

• Employee referrals

  • Do your employees actively post about working for your company?
  • Is there an incentive you provide to encourage them to get the word out if the candidate is successful past their probation?

• Online videos:

  • Create short clips (1 minute or less) on YouTube or another medium.
  • Share them on your website and have employees share them too. This is perhaps one of the most powerful ways of promoting your employer brand, is getting other team members to comment about how great it is to work for your company and share one of your posts. 
  • Do you have a process for asking your candidates to complete videos as part of their application process which can save you both time?

• Apply a marketing-based approach

  • Think about using the same marketing initiatives that you may leverage to find a client, to find a team member

• Talk with your connections

  • Use Linkedin to chat with individuals who possess a good employee brand and potentially might be a good fit for the job.

The true first step

Before you choose how to get the word out about your job openings, you need to know what you’re going to say across these platforms.

Knowing what to say has a lot to do with your employer brand.

Clearly communicating your business’ purpose and why people want to work for you will significantly increase the interest level of potential candidates which we have already covered in prior weeks.

Why employer branding is so powerful

Josh Tolan writes in a recent Business Insider article, “Employer branding is to attract job candidates that will help your business increase profitability.”

Without the right people in the right jobs, our businesses can’t move forward.

Does your employer brand attract the right people? If not, it could be time to review? Yell out if we can help.