What is Recruitment Marketing?
Yoores Recruitment Marketing is Talent Acquisition 3.0. You cannot miss it. We employ all efficient means, such as social media, aggregators, job boards, programmatic advertising and sourcing, and we ensure that these means are combined and integrated optimally with each other. Using automated big data research, we continually retrieve the right information from the market. This gives us all knowledge and means required to be able to recruit efficiently for years to come. Yoores is the best way to strengthen your employer brand. Our marketing specialists can attract the right candidates in creative and targeted ways.
Meet Yoores Recruitment Marketing
Employer Branding is an elementary component of Recruitment Marketing. Strengthening your employer image is important to attract and retain the right talent, and it also causes employees to be proud and motivated. To realise a concrete strategy, we investigate together with you what makes you unique and interesting as an employer. An employer brand is not something you can just make up, but rather something you are: practise what you preach. We will ensure that what you express is in line with your brand and who you are as an employer. We will draw up a communication plan for two or three years, and we will protect consistency in all expressions. To achieve this, we continually monitor the progress and adjust the campaigns where necessary. The Employer Branding options are endless.
Employer Branding is uniquely the right solution needed for the long term. If you prefer to find the right candidate for a specific vacancy as soon as possible, Job Marketing may present a solution. On the basis of big data research, Yoores Job Marketing concentrates on the promotion of specific vacancies in order to find suitable candidates more quickly. This considerably reduces your time to hire. With our knowledge and expertise, we will arrange everything for you. We will be responsible for both the strategy and the implementation. If you want to be involved in the design of the process, we can also enter into a hybrid partnership. In that case we will explore together in what areas of the Job Marketing process Yoores can play a role to strengthen recruitment.
Sourcing & Selection
When Job Marketing is not enough to attract the right talent, a personal approach might be the solution. Especially when you are looking for rare candidates. A developer or an engineer, for example, needs to be approached personally to actively convince them to apply with your organisation. After all, they have plenty of choice in the current market. For these candidates, post & pray campaigns and hoping for applicants is useless. We can help you with recruitment and selection for these types of jobs. This means that, in addition to Job Marketing, we will also look for candidates actively, approach them and find out together whether your organisation is right for them. Our search process includes several search and BOOLEAN strings online, establishing pipelines and selecting the right candidates.
The 4 Recruitment Marketing Platforms
While organisations often work with one of the four Recruitment Marketing platforms, offers Yoores full Recruitment Marketing, from posting to sourcing. These platforms are, supplemented with Employer Branding, as follows:
Job boards & postings
The (online) bulletin boards, such as job boards, are still important for a small but very relevant target audience. De vacancies that are shared here, will be found by most of the active job seekers. With access to 250+ job boards and other online/offline methods, we target each specific audience and always know how to reach the active job seekers.
SEO/SEA & aggregators
For both active as latent job seekers, a vacancy is only relevant when it’s been found. With the help of SEO optimised job descriptions, correct indexation and sponsoring for the different aggregators (such as Indeed) and campaigns within the search network (Google) and display network (10.000+ websites) reach and retarget everyone who is looking.
The social network is one of the most low-threshold methods to spread a vacancy. We do this via paid campaigns via known media such as Facebook and LinkedIn, but also through Referral Marketing within the network of your organisation. This activates your colleagues to act as ambassador of your organisation. Besides this, we actively use many specialised groups and networks.
A personal approach is for more than 70% of vacancies essential for sourcing. With the help of the right databased, the best talent within the market will be selected and approached. This one on one marketing gives us the ability to apply a communication method that works best for each individual, which means we can reach the latent job seekers.
If you want to be relevant as an employer right now and in the future, you need to be continuously working on strengthening your Employer Brand. A clear Employer Value Proposition (EVP), a good career site and a powerful Employer Branding plan contribute to attracting and maintaining the right talent. With a powerful strategy aimed at the employer’s goal of your organisation, we generate a preferred position for you within the market where you will be seen as an interesting employer. This does not only strengthen recruitment, but the overall operation of your organisation. Employer Branding is not something you do in between work, but requires a long-term planning and the right specialists to set up the plan and execute this cross-platform, from awareness to engagement.
Active and passive jobseekers
At Yoores we do not only focus on active jobseekers. After all, the vast majority of the population is passive in their search of work. If you exclude this group in the search for the right candidate, you will miss many potential applicants. Therefore, just posting a job on Job Boards and aggregators is not a good plan: you will not find this group here. Where they can be found instead? The rest of the internet! Not only on social media, but also on Google, news feeds and other websites they visit in their spare time. In order to actively approach this group, you need to be present here, where you can promote specific jobs and at the same time strengthen your Employer Brand.
Who preceded you?