Here's a look at how these technologies can help maximize your employer brand by boosting awareness, differentiating your message and nurturing candidates over time.
Career Site: Instead of only paying to attract talent on job boards, invest in a career site that can be your brand hub. Use custom landing pages to speak directly to your target audiences, like veterans, students or female engineers. Create unique talent network forms that encourage people to learn more about your company over time instead of applying when they aren't sure. In addition, use technology like a Recruitment Marketing Platform to ensure your career site is optimized for mobile and search, so more candidates can find you from where they likely start their career search: Google.
Email Marketing: Finding the right person (if you're a recruiter) or the company and role (if you're a job seeker) is all about timing. Great marketers excel at this: understanding how to generate interest and then nurture that interest over time based on the person, what they're looking for, what their challenges are, etc. It's personalized, it's relevant, it's consistent. It's not as simple as sending the same open job in a mass email to every person in your database. A CRM or Recruitment Marketing Platform is built to automate communication and segment messaging based on your talent pipelines. For instance, GE created a targeted email campaign to all of the women who saw the Millie Dresselhaus "Women in Engineering" video; it featured a real, female GE employee in a STEM position talking about her experience and her path. That's powerful branding and helps your candidates align their "why" with yours.
Social Campaigns: The value in using one technology solution to manage and measure all of your recruiting tactics, including social media, is that you're able to see what's working and what's not in one dashboard. Social media can't, and shouldn't, be siloed from your other strategies. Being able to track how certain content is driving clicks back to your content allows you to make better decisions about who to target on social media, what content and messaging to create and when to send that content.
Analytics: Employer brand is a squishy thing to measure. But with the right technology, you can help prove the effectiveness of certain parts of your brand: email newsletters, new career site content, job descriptions and employee videos. When you can tie higher clicks and applicant conversion rates to a better job description template, you have a proof point for continuing to invest in these types of strategies over others.
It's a brave, new world out there when it comes to talent acquisition. And to be brave, you have to be bold, smart and different. The good news? You don't have to be brave alone. Let technology help you.