Using programmatic to spray and pray your jobs across job boards is not recruitment marketing.
In my opinion, here’s what is:
- Creating content that provides relevant information, depth, and context, and leveraging ad spend to get it in front of your target candidate.
- Building trust in your market over time by sharing organic content that gives a look inside how you, your company, and your teams show up in the world.
- Becoming SMEs in your industry—because smart people want to work with other smart people.
- Using creative job ads to compel hard-to-hire candidates to learn more about your role—or opt themselves out.
Technology won’t solve your recruitment marketing problems.
Knowing your audience on a deep level, building trust and connection, creative ability, and the skill to effectively distribute information to the right people, will.
Note: This is particularly relevant for growth-stage tech startups and other SMBs in niche industries that are continually competing for highly skilled talent like engineers, enterprise salespeople, and senior-level professionals with specialized backgrounds.
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