Recruitment Marketing
Development of a comprehensive, data-driven recruitment marketing strategy that aligns with your talent acquisition objectives and positions your employer brand to attract the right candidates.
Discuss Your NeedsMost organisations approach recruitment marketing reactively, posting jobs when positions open and hoping the right candidates apply. This approach is expensive, inconsistent, and leaves you competing for talent at the same time as everyone else.
A proactive recruitment marketing strategy builds your talent pipeline before you need it. It creates awareness and consideration among passive candidates who may not be actively looking but would consider the right opportunity. It positions your organisation as an employer of choice in your target talent markets.
Without a strategy, you are likely overspending on channels that do not work for your audience while underinvesting in those that do. A strategy brings focus, efficiency, and measurable results to your talent attraction efforts.
We begin with stakeholder workshops to understand your business objectives, hiring plans, current challenges, and competitive landscape. This shapes the strategic direction and ensures alignment across the organisation.
We develop detailed candidate personas based on your target roles, analysing their motivations, career drivers, information sources, and decision-making processes.
We analyse how your talent competitors position themselves, which channels they use, and what content resonates with your shared target audience.
We synthesise research insights into a comprehensive strategy covering positioning, channels, content, campaigns, and measurement.
We create a phased implementation roadmap with resource requirements, budget allocation, and a campaign calendar for the first 12 months.
Comprehensive strategy document covering positioning, audiences, channels, content, and measurement.
Detailed profiles of your target talent segments with motivations, channels, and messaging approaches.
Prioritised channel strategy with budget allocation recommendations and expected outcomes.
Messaging pillars, content themes, and a 12-month content calendar with campaign concepts.
KPI framework with targets, reporting templates, and attribution approach.
Phased plan with milestones, resource requirements, and dependencies.
Strategy development often works alongside these services:
A recruitment marketing strategy is a comprehensive plan that defines how your organisation will attract and engage talent. It includes target audience analysis, channel selection, content strategy, messaging frameworks, campaign planning, and measurement approaches to optimise your talent attraction efforts.
A comprehensive recruitment marketing strategy typically takes 4-6 weeks to develop. This includes stakeholder workshops, audience research, competitor analysis, channel evaluation, content planning, and the creation of measurement frameworks and implementation roadmaps.
Key components include: target audience and candidate persona development, employer brand positioning, channel strategy and media planning, content strategy and messaging framework, campaign calendar, budget allocation, KPI definition, and measurement frameworks.
Success is measured through metrics including: application volume and quality, source of hire, cost per application and cost per hire, careers site traffic and conversion rates, social media engagement, employer brand awareness, offer acceptance rates, and time to fill.
Recruitment marketing strategies should be reviewed quarterly and refreshed annually. Major business changes, significant shifts in hiring needs, or major platform changes may require more frequent updates. Tactical campaign plans typically operate on monthly or quarterly cycles.
Let's discuss how this service can help your organisation achieve its talent goals.
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