JazzHR partnered with HR.com’s HR Research Institute to produce the “The State of Employer Branding and Recruitment Advertising.” Based on a survey from over 300 HR professionals across over 20 industries and companies of all sizes, the report focuses on how employers can build a compelling brand to help attract and retain top talent.
Here are the top takeaways for you and your team as you develop your own recruitment marketing strategy:
Prioritize your employer brand and partner with stakeholders who can support your efforts.
Less than half of survey respondents said their employer brand does a good or excellent job of attracting qualified candidates. So what’s holding the majority back? HR professionals cite a lack of resources, time, and internal know-how. Likewise, only 31% of teams said they partnered cross-functionally on cultivating their employer brand.
Building a strong employer brand should be managed most effectively by both the HR and marketing teams within an organization. Sharing this responsibility helps to avoid draining budget from HR exclusively, distribute the workload, and draw on expertise from both functional areas.
Successful recruitment marketing starts with your job description.
The first place candidates interact with your employer brand is through your career page and the individual job description. Despite the need to make a strong first impression, less than half of HR professionals said that their job postings do a good or excellent job of attracting qualified candidates. Only 42% also said that their job postings were good or excellent at providing an ROI.
Invest time to write quality job descriptions that accurately reflect your company culture, mission, and benefits.
Embrace social media for recruitment advertisements
An overwhelming 75% of survey respondents said that when considering where to place recruitment advertisements, social networking sites are the preferred method.
Looking for more advice? Check out the full infographic.