A whopping 70% of people use Google as their first point of call when searching for a job. If that’s not an indication that recruitment has gone fully digital, we don’t know what is!
The good news is that search engines are a direct line between you and prospective hires. The bad news is that if there’s not a lot going on in your digital marketing strategy, you won’t show up in those search results.
We get it, placing a candidate into their dream job takes up a lot of time. But what if a couple of extra hours a week meant that candidates could find you more easily? Here are 3 simple ways to boost your digital presence…
You know as well as anybody that in order to get, you’ve got to give a little. Your website’s offering is no different. Both your audience and Google need to see that there’s valuable content consistently being pushed through your website. In return, Google will boost your search ranking and voila! You’ll appear higher up in relevant searches so your audience can find you quicker.
Blogs are your secret weapon where digital outreach is concerned. Release blog articles on a regular basis on industry updates, useful interview tips or internal news to give your audience a reason to visit your site.
Want to supercharge your searchability even more? Cover a range of different topics and search terms in your content – but only if it’s relevant! You’ll get penalised by Google if they suspect you’re churning out inappropriate articles for engagement.
Basically everyone is on social media these days, so it makes perfect sense to use social as a recruitment tool. Most recruiters are on Linkedin, but did you know that Twitter and Facebook have their part to play as well? There is a knack to it though! You can’t go in all guns blazing, social media is where people go for a break from life. Talk AROUND recruitment, rather than directly about it.
Twitter is known for its endless stream of news and updates, why not showcase yourselves as fountains of industry knowledge? If you show them that you know your stuff about their sector, your followers will be more inclined to start the conversation about recruitment off their own backs.
Facebook’s main appeal is its informal community focus. Start your own Facebook group, inviting people from your sector to share their thoughts. It may not be an aggressive sales strategy, but having your name and company labelled as industry experts will set you aside from the competition and leave a positive impression.
Don’t forget to include links to your awesome blog content! This will appease Google and all counts towards an improved SEO score.
No two consultants will interact with their clients and candidates in the same way, and we’re certainly not suggesting everybody should be a cookie cutter clone of one another.
After all, it’s those unique relationships that win repeat business. But, ultimately, you still want your audience to get what they expect from you based on your brand’s online persona.
It’s tricky trying to use one single brand voice through multiple employees. That’s why having clear cut brand guidelines is essential to having a reliable tone of voice, look and feel, and overall experience.
Make sure everyone uses the same logos and brand colours online. Even having similar profile pictures can give a visual queue to candidates or clients to show they’re being dealt with by an interconnected team who share the same values.
Carry your theme across all of your channels, even the offline ones, for a super consistent experience that clients and candidates alike can really trust.