2023 recruitment strategies you may not have thought of
In a world where job seekers are constantly bombarded with lengthy job descriptions, pension schemes and corporate buzzwords, it's time for companies to step up their game and get creative with their recruitment strategies. The talent acquisition landscape is evolving, and to attract the right candidates, you need to think outside the box. Welcome to the exciting realm of recruitment strategies in 2023, where we explore innovative approaches to attracting the attention of prospective employees.
The power of video content
The way today's generations tend to absorb information is through video content. We have grown up in a world of on-demand entertainment and information access, where the click-now mentality seems to have overtaken the gift of patience. To stay relevant or build your audience, an effective way to hold attention is through reels, videos, image carousels and bite-sized visual stories.
A great way to increase interest in your vacancy is to engage your audience with simple, well-crafted video content in addition to standard job descriptions. In today's candidate market, you want to stand out from the competition. Most job seekers today are looking for authenticity in brands - what better way to showcase this than through authentic and cleanly crafted video content?
On a case-by-case basis, this content could be a behind-the-scenes look at the existing team, a glimpse into the company culture and office environment, or company testimonials from employees or clients - maybe even a TikTok trend, depending on your target audience.
Venture into your existing channels, such as LinkedIn, Instagram and the brand website, and post reels or short videos. If the content is authentic, you'll gain the trust of potential viewers and help them see themselves as part of the brand.
When is your candidate’s birthday?
There are some discrepancies in employment and job expectations between our current generations. As our Baby Boomers settle into retirement, Millennials are taking the wheel, while Generation Z is entering their first corporate jobs. As we all grow, so do our expectations of the workforce.
It is important to conduct research on the changing standards of the workplace, such as attitudes towards position types, company culture and brand values. Brands need to use this knowledge to adapt how they present the role throughout the recruitment process in a way that is appealing and in line with the values or standards of their target audience.
The younger generation is looking for sustainability and authenticity - and while online is a key communication channel, brands should consider how best to reach their target audience via the platform and a communication strategy that engages them.
Brand Identity – From Hello to Offer
It is often overlooked how important it is to agree on a common approach to presenting your brand identity.
Strategies for implementing brand identity can vary from the tone and style of communication used, to the values and character demonstrated through interaction, and much more. If a brand can successfully project its identity throughout the recruitment process, from start to finish, it can help candidates relate to the brand and build trust - thereby increasing candidate interest and engagement in the process.
It sounds simple, but a thorough structure and strategy to show who a brand really is in the recruitment process, along with the stakeholders who uphold that identity, is often overlooked. By creating a plan from the first job description to the first day of onboarding, they would increase the number of applicants and improve the overall brand impression within their market.
