Online recruitment marketing: 5 practical tips

Marketing your company - including the job market - is called. With smart tools on your website you implement your recruitment marketing, quickly and efficiently. So that you get quicker responses from job seekers, you can make more applications in a shorter time and therefore fill that open vacancy more efficiently. Use these five practical online recruitment marketing tips for this.

1. Vacancies must be sharable or save

Finding a job opening and responding to it are two different things, especially on a mobile. With the sharing and saving functions you offer the possibility of later to respond. Behind the PC, for example, where the CV can be updated for a while. Or to point out a potentially interesting vacancy to a friend or family member via social media.

• Share over WhatsApp, Messenger and e-mail are especially important because Twitter and Facebook are public.
• For saving, asking for an e-mail address is a great time, also under the GDPR / AVG.

2. Similar vacancies

Buyers also viewed this product. Amazon has become big with it. Inspire your potential candidates with similar vacancies. If your CMS works with categories or tags, you can easily add this. Such as location, department or number of hours.

3. Analyze your results

You want to use your budget optimally. For that you need to know what will and will not result in responses. Measure the responses for this Google Analytics as conversions. With this you can look critically at the use of paid advertisements.

4. Vacancy notification / job alert

Not every visitor is looking for a new job. Visitors don't keep coming back to see if you can offer a suitable job opening this week. Therefore offer the possibility for an automatic vacancy notification. You need an e-mail address for this. If you ask for it, you must clearly state what exactly you are using it for and how long you will store the data under the new AVG / GDPR legislation. Do you want to do more with it than just send an automatic notification? You must request explicit permission for this.

5. Don't forget offline

The caller is faster. While the internet is ideal for finding vacancies and responding quickly, you can quickly verify and discuss matters with a telephone call. So that a potential candidate knows if he should respond, and one recruiter know if this is an interesting response or not. It is a shame if that one top candidate hears from your company too late and has already had three other conversations. Think carefully about when telephone contact is desirable for the candidate and when for yourself.