Mid-Missouri Marketing Resource Blog

With 84% of hiring managers turning to social media in their recruiting efforts, along with 79% of job seekers who rely on various social platforms, it is clear that social media plays an instrumental role in the recruitment process.

Every organization has their group of superstars . . . and those who are less-than-perfect at doing their jobs. While some of these individuals who aren't contributing to the organization wash out in the first year or so, there is a serious cost associated with a poor hiring decision. According to Forbes, the cost of a bad hiring decision may be much more than you realize, starting at several thousand dollars and going significantly upwards from there. That makes hiring the right people one of the most important decisions that your organization makes on a regular basis. If you're not seeing the right individuals coming in from your recruitment marketing, your chances of hiring the perfect candidate are going to be even lower.

No matter the industry or size of the company, at some point, every business will need to hire. It can be an intensive process for some, requiring owners or managers to set aside time to develop recruitment materials and much more, all before they’re even close to interviewing anyone. You’ll probably find you need to balance your recruitment efforts (i.e., finding the right talent, not accepting the first person with a decent resume) against taking the first semi-reasonable candidate and the day-to-day operations of your company.

Recruiting is a marketing opportunity, but instead of finding customers for products and services, you’re finding candidates for your organization. Hiring new employees can seem like a daunting task — sifting through emails, scheduling interviews, comparing candidates, all while you’re still trying to manage your day-to-day responsibilities. And it can get challenging because a resume can’t tell you everything you need to know about a person. If your description is too broad and your promotions too frequent, your inbox can get flooded. On the other hand, get too narrow with your search, and your position will stay vacant.

It typically takes more effort than adding a careers page to your website to attract top talent. You need to get in front of the right audience, and then your message needs to work hard to capture attention and make an impact.

It’s surprisingly uncommon common sense that bad radio advertising is all about your business and your product, while strong radio advertising is about your customer and their life. Similarly, strong recruitment marketing should speak to your ideal candidate.

Ready to feel old? Generation Z is officially entering the workforce! So, it’s time for businesses to face the question, "How can we start adjusting our recruiting efforts to begin attracting Gen Z?"

Have you ever met someone and, within seconds, formed a total judgment on that person or group? Good or bad? An old Proverb says, “First impressions are the most lasting.” TIME Magazine reported that Researchers at Dartmouth College discovered that a person will formulate a judgment on another person within 30 milliseconds. The human brain is amazing, right? But what does that have to do with the onboarding process?

Attracting the right candidates is tough enough, but reaching them to begin with can make hiring a real struggle. In a recent post, we dug into why to use radio for recruitment advertising. Radio offers extensive and targeted reach plus a trusted ad environment, making it a strong platform to engage and encourage action from potential candidates.

Recruitment can be a tough gig, especially for companies big enough to need recruiting to be an ongoing process. A tough economy can make it difficult to keep the pipeline of potential hires full, and recruitment advertising could be the key to reaching out to talent that hasn’t realized that your company is an option yet. More specifically, radio advertising is the perfect medium to build your team, like a “secret sauce” that takes the ingredients for finding a great hire to the next level.