Are you leveraging blogging as a recruitment marketing strategy? If not, read on to discover how blogging can help shape your recruitment brand.
Today blogging has emerged as a de facto marketing strategy for many up and coming organizations. Blogging is an excellent strategy for marketing and attracting a talent pool. It is a tool that helps companies rapidly communicate information, establish themselves as experts in their fields and spread positive word of mouth. When done effectively, blogging reduces the resources and cost spent on a big marketing budget to generate brand awareness.
Undoubtedly, blogging has become a powerful tool for marketing, but very few realize its potential for recruitment and talent acquisition.
How is Blogging Useful for Recruitment Branding?
- Attract relevant candidates
- Engage in less sourcing activities
- Reduces the hiring process time
- Increases brand awareness
- Increases candidate investment in your company
- Improves employer branding
Ultimately, blogging serves as an excellent personal branding tool. Therefore, blogging has massive potential for recruitment branding and bolstering your recruitment marketing strategy. Blogging holds the potential to expand businesses and attract high-quality talent as it builds interest among job seekers.
How to Use Blogging for Recruitment Branding?
1. Include Call To Actions
Blogging is the best way to encourage a target audience to engage with your posts. As a recruiter, include a strategic call to action in your content to optimize blog posts for conversion.
Recruiters can easily integrate a call to action to promote job posts or a motivating section of a blog post. Recruiters can also dictate what action they want the reader to take.
For example, a call-to-action can be used to make readers call, buy, learn more, apply for a job, and more. A call to action can also be administered to receive feedback through a post or surveys.
2. Give Employees a Voice
Job seekers and prospective candidates are always eager to know what it’s like to work for a particular company.
However, company executives can only go so far as candidates ultimately want to hear from the employees.
This aspect of attracting candidates can be made easier by giving your employees a voice. Allow team members to publish testimonials and share experiences through a blog. Sharing employee experiences helps attract a pool of potential candidates and benefits employee engagement and retention.
Moreover, highlighting the voice of employees is a great way to emphasize a company’s work culture and enables employees to share their experiences and feedback.
3. Interact & Engage with Readers
When it comes to blogging, move beyond merely providing static information. Instead, invite target audiences to share their perspectives, opinions, and suggestions about a range of topics relevant to your field or hiring.
Sharing engaging content may go way beyond talent acquisition, but it certainly helps shape your brand perception and improve candidate experience.
Blogging does not always have to involve the creation of long-form content through articles. Instead, mix it up by sharing an engaging social media post relevant to your target audience, inspiring quotes, polls, or even videos. Blogs can be quickly updated that allow you to react to events and social posts.
In addition to this, blogging can be used as an instant feedback mechanism which is far less time-consuming to administer than online surveys.
Most importantly, if you really want to attract an audience, take the time to interact with readers and focus on building engaging content.
4. Highlight Work Culture
A blog can effectively serve as an extension of a company’s employer brand and humanize the brand.
Moreover, it’s a great way to share its vision and organizational culture. Ultimately, job seekers are always curious about what it’s like to work for a particular organization, and blogging is a great way to share this!
If you want to give people a real taste of your work culture, you can link existing employee blogs and social media to your blog. Blogging provides a chance to open up and voice opinions and beliefs through long-form content that speaks to your audience and keeps them engaged over time.
As mentioned previously, getting employee testimonials is a great way to show off your work culture. Along with this, you can promote on-ground activities or any work-related events. As a recruiter, you’re likely involved in many activities. Consequently, recruiters can use blogging to announce upcoming job fairs, campus visits, and conferences.
You can also highlight your own experiences and in-person interactions and provide general tips for job seekers.
5. Share Relevant Information
Every time a company publishes something on their social media or blog, it depicts what they stand for. As a recruiter, make sure you post authoritative content that establishes thought and expertise in your field.
Not only can you share relevant content with an audience through blogging, but recruiters can also use this as a tool to share and discuss open job positions.
Additionally, blogging provides an excellent opportunity for recruiters to discuss the details of a job opening in depth. When recruiters meticulously discuss open job positions, they attract more interested and qualified candidates.
To boost your recruitment marketing strategy, add ways for readers to quickly access job listings, application instructions, and human resource contacts.
As a recruiter, both non-sponsored and sponsored blog posts can help educate people and serve as a central hub for a company’s employment-related information.
Blogging may not be the first thing to pop up in your mind as a recruitment branding tool—but it has the potential to take communication with potential candidates to an entirely new level. Blogging can significantly drive business results in terms of the recruitment landscape.