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 is how you build a successful recruitment marketing engine.
20-second read
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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