Content has emerged as a reliable avenue for lead generation and can be seamlessly integrated into your recruitment initiatives.
If your organization is contemplating launching a career blog or simply producing recruitment content in general, here are some suggestions you may find beneficial:
A crucial aspect of any thriving blog is to disseminate content regularly, whether it’s weekly or monthly. Continue generating fresh content.
The more content you release, the greater your likelihood of crafting something that attracts your next candidate.
Maintaining consistency will also enhance your content repository and audience base.
There are numerous options available, but they are captured using various methods.
Generate recruitment content centered on diverse subjects.
If you possess 10 posts about a day in life, those entries will appear less unique.
In contrast, having 10 posts diversified over 4-5 different themes will be more engaging.
These entries will seem more authentic and resonate with a broader audience of candidates.
Here are examples of themes
- Early Career Guidance — Transitioning from College to Career, Career Advice, Abilities
- Day in the Life — Departments, Roles
- Employee Highlights — Informal Discussions, Interviews, Experiences w/ organization
- Programs and Initiatives — Diversity, Women in Tech, Internships
- Hiring Process — Recruiter Q&A, Interview Journey
- Employer Branding — Employer of Choice Awards
Compose career content that is targeted. You could focus it on a particular role, skill set, technology, program, initiative, etc.
For instance, if you have a significant demand for software developers.
Then you might write a blog post centered on a cutting-edge technology your team is utilizing.
Consider obtaining insights from your software engineering team and incorporate specific terms and jargon that engineers use to boost engagement.
Here are a couple of examples of targeted career blog post titles:
Your content needs to be placed effectively for the right audience to notice it. Ensure your content resides on at least one of these pages.
- Company career site landing page
- Job descriptions/Job Pages
If you have day in the life content regarding software developers, feature them on software developer job postings.
Your early career guidance content should appear on your entry-level job pages.
More specific/targeted content should enhance the engagement and conversion rates of your job pages.
Who possesses a better understanding of the company than your employees? Here are a couple of eye-opening statistics:
- Employees are viewed as the most trusted advocates when discussing their company’s engagement and transparency. (Edelman 2015 Trust Barometer, January 2015)
- 90% of job seekers consider the employee viewpoint valuable when researching jobs and companies. (Glassdoor U.S. Site Survey, January 2015)
It’s also simple to get inventive with your employee-generated content. Take a look at this exciting employee photo contest that CDM Smith organized.
They also showcased those images on their company career site landing page.