In the time when most recruiters are using Social Media Recruiting techniques, we tend to refrain from using the traditional methods of recruiting which can prove to be a better technique for recruiting individuals of calibre when the present methods aren’t as effective. So here’s some information about, How to start an Inbound Recruiting Campaign, that I’m sure you haven’t explored yet and that might just be the best way in spite of the popular Social Media Recruiting method that most recruiters implement these days.
Nothing affects the success of a Recruiting Campaign than an unplanned one that hasn’t been carefully conducted. So before we move forward, would you like to guess what the first step to a successful Inbound Recruiting Campaign is? Yes, you’ve guessed it right!
Plan for All Contingencies
You never know what all could go wrong during the entire process and nor can I help you there but I do have tips that might help you to minimise the amount of things going wrong.
Different Perspectives
Well for starters you might want to try to look at different perspectives apart from the recruiters. For instance, try looking at things from the applicant’s perspective and most importantly try to visualise the entire scenario mapping out. This will help you to plan for everything right from the preparation, travel, set up and conduction of the campaign.
Take Guidance
What has also proved helpful is asking someone with some experience in organising events, preferable campaigns as these individuals generally tend to notice things that newbies don’t. But I stand firm on the method of trial and error; as these experiences have a long lasting effect on the way you do things and help you not to make the same mistakes again, thus you can become a guide for other novices to come.
Get Organised
If you’ve done the first two then it’s time to plan and get organised, by now I’m sure you know that both the points mentioned earlier are included by default in every aspect from here onwards including this point. Apart from organising for the campaign, you need to step back and prepare yourself first to get the approval of your superiors. We don’t want to get ahead of ourselves, just yet. So make sure you have valid reasons as to why you’ve decided to go in for the option of holding an Inbound Recruiting Campaign instead of using Social media. If you are having difficulty in coming up with reasons to back you’re decision than here’s a tip: highlight the benefits of how this is cost effective, saves the business time and makes your recruiting easier. That should do it, if you’ve done a good job.
Creating Posts and Advertisements
Well if you thing this is the simplest task you are sourly mistaken, here’s why? Even though this aspect of the campaign seems trivial, it is in actuality the most important aspect of recruiting. Creating a post or an advertisement isn’t an easy task as you are indirectly getting the word of the brand of the company out there. If it doesn’t attract the kind of crowd you hope to get that’s mainly because of the post and advertisement creation including the appearance. Whatever you create has to first and fore most appeal to your target audiences, without that you are sure to loose whatever little response you do manage to attract. This doesn’t sound that trivial now does it?
Language Used
Make sure that the language meets the latest developments, meaning try to make it personal because people usually respond to posts or flyers that they can relate to easily. Pay attention to those annoying grammar and punctuations that you so don’t want to focus on. These aspects play an important role in the understanding of your target recruits. Ensure that it is simple, easy to understand, specific and crisp.
Its Appearance
While grammar and punctuations are a must, you also need to focus on the appearance it says a lot about you as a recruiter, your company as you represent it and also helps potential candidates to learn about the kind of organisation they are going to be working for. Shocking isn’t it? Doesn’t seem as miniscule as you thought originally now does it?
Market your Campaign
Well the next step is to market the campaign so you get a decent amount of candidates present. This is a bit tricky, simply because if it is institute specific you need to brand the company well so that your resources are likely to give you a patient hearing, even before they let you set up your campaign. If it is institute specific you need to ensure that the market is done via that institute mainly. If it is going to be held at a Career fair you need to ensure that the branding of the company is done well so that you receive more applicants. Don’t limit yourself to online marketing alone, be proactive and use even the traditional methods to improve the company’s branding. Some techniques of marketing the company are as under:
Social Media Marketing
Well you can optimally make use of social networking sites like Facebook, Twitter, LinkedIn, Google+, Pinterest etc. to spread the word about the campaign. A simple post will do the job but make sure that you tweet about it as well to get maximum responses.
Traditional Ways of Marketing
As the name suggests, you can advertise about the campaign in newspapers via job ads and flyers or pamphlets and also on job portals. All of this effort will definitely yield maximum results as you are even targeting passive individuals and the ones that might be looking for a job or have thought about a job change. So if you have done everything well you are sure to have a decent number of applicants to choose from resulting in a successful campaign experience nonetheless. Now that you’ve understood the magnitude of importance each aspect holds in a carefully planned out and executed Inbound Recruiting Campaign, you are now ready to begin and reach heights in your recruiting process though a simple technique which is probably fading out. So make use of its potential while you still can or risk losing out on candidates to your competitors who might not be using such methods of recruiting.
