Secret Social Media Recruiting Tips and Tricks

SOCIAL MEDIA RECRUITING WORKBOOK

TRAINING VIDEO

You can put any text here

TRAINING BOOK

Recruitment Marketing Workbook

Chapter 1: What Is Recruitment Marketing?

## Assignment 1: Understanding Recruitment Marketing

Instructions: Dene recruitment marketing in your own words and explain why it is important in today's competitive job market.

Your response: ____________________________________

## Assignment 2: The Hiring Funnel

Instructions: Draw a diagram of the hiring funnel and label each stage. Explain the role of recruitment marketing at each stage.

Your response: ____________________________________

## Assignment 3: Solving Recruitment Problems

Instructions: List common recruitment challenges and suggest ways recruitment marketing can help to address them.

Your response: ____________________________________

## Action Step 1: Dening Recruitment Challenges

Instructions: Identify three main recruitment challenges your organization is facing.

Your response: ____________________________________

## Action Step 2: Employer Branding

RecruitmentMarketingWorkbook

Instructions: Create a plan to improve your employer branding. This should include the platforms you will use, the key messages you will communicate, and the target audience for each message.

Your response: ____________________________________

## Action Step 3: Hiring

Instructions: Develop a strategy for leveraging recruitment marketing techniques to improve the hiring process in your organization.

Your response: ____________________________________

## Pro Tip 1: Understand Your Candidates

Before you can eectively market to potential recruits, you need to understand them. How can you use data and analytics to learn about their needs, motivations, and behaviors?

Your response: ____________________________________

## Pro Tip 2: Promote Your Culture

Your company culture can be a powerful recruitment tool. How can you showcase it in your recruitment marketing materials to attract like-minded candidates?

Your response: ____________________________________

## Pro Tip 3: Test and Optimize

Recruitment marketing is not a set-and-forget activity. How can you continually test your strategies, measure their success, and optimize based on your ndings?

RecruitmentMarketingWorkbook

Your response: ____________________________________

## Pro Strategy 1: Personalization

Personalize your recruitment marketing eorts to make potential candidates feel special and valued. What could this include in your organization?

Your response: ____________________________________

## Pro Strategy 2: Omnichannel Approach

Use an omnichannel approach for your recruitment marketing eorts. How can you provide a consistent experience across all platforms and touchpoints?

Your response: ____________________________________

## Pro Strategy 3: Inbound Recruitment

Adopt an inbound recruitment strategy. This involves attracting, engaging, and delighting potential candidates with valuable content. What could this look like for your company?

Your response: ____________________________________

## Topic Fact 1: The Importance of Employer Branding

According to a survey by Glassdoor, 84% of job seekers say the reputation of a company as an employer is important when making a decision on where to apply for a job. How can this information inuence your recruitment marketing strategy?

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Topic Fact 2: The Role of Social Media in Recruitment

LinkedIn reports that 79% of job seekers use social media in their job search. What does this mean for your recruitment marketing strategy on social platforms?

Your response: ____________________________________

## Topic Fact 3: The Impact of a Bad Candidate Experience

A CareerArc survey found that 60% of candidates have had a poor candidate experience, and 72% of them shared their experience online or with someone directly. How can you ensure your candidate experience doesn't lead to negative publicity?

Your response: ____________________________________

Chapter 2: Building a Content Marketing Plan

## Assignment 1: Creating a Compelling Message

Instructions: Identify the unique aspects of your company that would make it attractive to job seekers. Craft a compelling message that you would use in your recruitment marketing.

Your response: ____________________________________

## Assignment 2: Establishing your EVP

Instructions: Dene your Employee Value Proposition (EVP). This should summarize the unique benets and opportunities your organization oers.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Assignment 3: Developing a Content Marketing Plan

Instructions: Develop a content marketing plan for your recruitment eorts. This should include the types of content you will create, the platforms you will use to share it, and how you will measure success.

Your response: ____________________________________

## Action Step 1: Dening your Employer Brand

Instructions: Write a paragraph dening your employer brand. Consider what makes your company unique and why someone would want to work there.

Your response: ____________________________________

## Action Step 2: Creating a Style Guide

Instructions: Create a basic style guide for your recruitment marketing materials. This should include preferred language, tone, and any visual guidelines.

Your response: ____________________________________

## Action Step 3: Targeting Your Market

Instructions: Identify your target market for recruitment. Consider the roles you are hiring for and the types of people who would be successful in those roles.

Your response: ____________________________________

## Pro Tip 1: Consistency is Key

RecruitmentMarketingWorkbook

Maintaining a consistent message and visual identity across all your recruitment marketing materials can help establish your employer brand in the minds of potential candidates.

## Pro Tip 2: Know Your Audience

Understanding who your target candidates are and what they value can help you tailor your content marketing to be more eective.

## Pro Tip 3: Leverage Employee Testimonials

Employees are often your best brand ambassadors. Consider featuring employee testimonials in your content marketing.

## Pro Strategy 1: SEO for Job Postings

Optimize your job postings for search engines to make them more discoverable.

## Pro Strategy 2: Content Variety

Use a variety of content types (blogs, videos, infographics, etc.) to engage potential candidates.

## Pro Strategy 3: Diversify Content Platforms

Don't limit your content to your careers page. Share it on social media, in email campaigns, and other places where your target candidates spend time.

## Topic Fact 1: The Power of Content Marketing

Content marketing costs 62% less than traditional marketing and generates about 3 times as many leads. [Source]

( /)https://demandmetric.com/content/content-marketing-infographic

RecruitmentMarketingWorkbook

## Topic Fact 2: The Impact of Employer Brand

A strong employer brand can reduce turnover by 28% and cost per hire by 50%. [Source] /) (https://www.linkedin.com/pulse/2017-global-recruiting-trendsreport-nina-mcleigh

## Topic Fact 3: Employee Value Proposition

Companies that eectively communicate their EVP are likely to see a 50% increase in highly qualied candidates. [Source]

( /) https://www.gartner.com/smarterwithgartner/infographic-what-you-need-toknow-about-employee-value-proposition

Chapter 3: Developing a Budget and Calendar

## Assignment 1: Organizing and Tracking the Budget

Instructions: Create a budget for your recruitment marketing eorts. This should include all projected costs and how you plan to track them.

Your response: ____________________________________

## Assignment 2: Setting the Budget

Instructions: Determine what percentage of your overall marketing budget will go towards recruitment marketing. Justify this decision based on your organization's current needs and goals.

Your response: ____________________________________

## Assignment 3: Creating a Calendar

Instructions: Develop a calendar for your recruitment marketing activities. Be sure to consider key recruitment periods and events in your industry.

RecruitmentMarketingWorkbook

Your response: ____________________________________

## Action Step 1: Determining Number of Hires

Instructions: Determine the number of hires you plan to make in the next year and calculate the potential impact on your recruitment budget.

Your response: ____________________________________

## Action Step 2: Calculating Hiring Costs

Instructions: Calculate the average cost-per-hire for your organization and consider ways to optimize your budget to reduce this.

Your response: ____________________________________

## Action Step 3: Assembling Helpful Tools

Instructions: List the tools (software, platforms, etc.) you will need for your recruitment marketing activities and include these in your budget.

Your response: ____________________________________

## Pro Tip 1: Keep a Buer

Include a buer in your budget for unexpected costs or opportunities that may arise.

## Pro Tip 2: Monitor and Adjust

Regularly review and adjust your budget based on your spending and the results of your recruitment marketing eorts.

## Pro Tip 3: Plan for the Long Term

RecruitmentMarketingWorkbook

Consider the long-term eects of your recruitment marketing strategies, not just the immediate costs.

## Pro Strategy 1: Resource Allocation

Strategically allocate resources based on the eectiveness of various recruitment marketing activities.

## Pro Strategy 2: ROI-Focused Spending

Focus on activities that provide the best return on investment (ROI) in terms of quality hires.

## Pro Strategy 3: Seasonal Planning

Take into account seasonal trends in hiring when planning your budget and calendar.

## Topic Fact 1: The Cost of Vacancies

The average cost of a vacant position is $500 a day. [Source]

( /)https://www.eremedia.com/ere/how-to-calculate-the-cost-of-vacancies-cov

## Topic Fact 2: The Cost of Bad Hires

Bad hires can cost organizations 30% of the employee's rst-year earnings. [Source]( ) https://www.shrm.org/resourcesandtools/hr-topics/talentacquisition/pages/cost-of-bad-hires.aspx

## Topic Fact 3: Importance of Planning

Companies that plan their talent needs in advance are 2.5 times more likely to outperform their peers. [Source]( ) https://www.kornferry.com/aboutus/press/strategic-workforce-planning-boosts-revenue

RecruitmentMarketingWorkbook

Chapter 4: Recruiting with Inbound Marketing

## Assignment 1: Attracting Quality Candidates

Instructions: Propose an inbound marketing strategy that could help your company attract quality candidates.

Your response: ____________________________________

## Assignment 2: Job Descriptions

Instructions: Write a job description that not only provides details about the role but also helps to sell your company and its culture to potential candidates.

Your response: ____________________________________

## Assignment 3: Optimizing Your Marketing Strategy

Instructions: Outline a plan for evaluating the success of your recruitment marketing strategy and making necessary adjustments.

Your response: ____________________________________

## Action Step 1: Blog and Career Website

Instructions: Plan for a blog or a series of articles that could be published on your career site to engage potential candidates.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Action Step 2: Social Media

Instructions: Identify the social media platforms where your target candidates are most likely to spend time, and create a plan for engaging them on these platforms.

Your response: ____________________________________

## Action Step 3: Job Advertising

Instructions: Outline a plan for advertising your job openings, including the platforms you will use, the messaging of your ads, and your budget.

Your response: ____________________________________

## Pro Tip 1: Content is King

High-quality, relevant content can help draw potential candidates to your company website and establish your company as a desirable place to work.

## Pro Tip 2: SEO is Essential

Optimizing your content and job postings for search engines can help them reach a larger audience.

## Pro Tip 3: Cultivate Your Employer Brand

Showcase your company culture, values, and employee experiences in your recruitment marketing materials to attract candidates who will be a good t.

## Pro Strategy 1: Targeting the Best Candidates

Use precise targeting in your job advertising to reach the most relevant candidates.

RecruitmentMarketingWorkbook

## Pro Strategy 2: Building a Talent Community

Create opportunities for potential candidates to engage with your company and each other, such as through networking events or online communities.

## Pro Strategy 3: Nurturing Finalist Candidates

Develop a strategy for maintaining communication with candidates who made it to the nal stages of the recruitment process but were not hired.

## Topic Fact 1: The Importance of Employer Brand

Companies with strong employer brands see a 43% decrease in the cost per candidate they hire. [Source]

(

/)https://www.undercoverrecruiter.com/infographic-employer-branding-stats

## Topic Fact 2: The Impact of Inbound Marketing

Inbound marketing yields 3 times more leads per dollar than traditional methods. [Source](https://www.hubspot.com/marketing-statistics)

## Topic Fact 3: The Role of Social Media

Nearly 80% of job seekers use social media in their job search. [Source]

(

/)https://www.glassdoor.com/employers/blog/social-recruiting

RecruitmentMarketingWorkbook

Chapter 5: Social Recruiting Strategies

## Assignment 1: Developing Your Social Media Strategy

Instructions: Outline a comprehensive social media strategy for your recruitment eorts, including the platforms you will use and the types of content you will share.

Your response: ____________________________________

## Assignment 2: Hashtags

Instructions: Create a list of relevant hashtags that you will use in your social media posts to increase their visibility.

Your response: ____________________________________

## Assignment 3: Measuring Engagement

Instructions: Identify the key metrics you will use to measure the success of your social recruiting strategies.

Your response: ____________________________________

## Action Step 1: Creating Social Media Proles

Instructions: Ensure that your company has a strong presence on the major social media platforms used for recruitment.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Action Step 2: Developing Engaging Content

Instructions: Plan the type of content you will create to engage your target audience on social media.

Your response: ____________________________________

## Action Step 3: Monitoring Key Metrics

Instructions: Set up a system to monitor and analyze the performance of your social media campaigns regularly.

Your response: ____________________________________

## Pro Tip 1: Visual Content Wins

Visual content, such as images and videos, tends to perform better on social media than text-only posts.

## Pro Tip 2: Engage with Followers

Respond to comments and messages on your social media posts promptly to build a positive relationship with potential candidates.

## Pro Tip 3: Showcase Employee Stories

Sharing stories and experiences of current employees can help humanize your company and make it more appealing to candidates.

## Pro Strategy 1: Brand Ambassadors

Encourage your employees to be brand ambassadors and share company content on their own social media proles.

RecruitmentMarketingWorkbook

## Pro Strategy 2: Sponsored Content

Consider investing in sponsored content on social media to reach a larger audience and target specic demographics.

## Pro Strategy 3: Social Media Listening

Monitor social media for mentions of your company and engage with potential candidates who may not have directly applied but have shown interest.

## Topic Fact 1: The Impact of Visual Content

Tweets with images receive 150% more retweets than tweets without images. [Source]( ) https://blog.hubspot.com/marketing/visual-content-marketingstrategy

## Topic Fact 2: Leveraging Employee Advocacy

Content shared by employees receives 8 times more engagement than content shared by brand channels. [Source]

( /) https://www.linkedin.com/pulse/employee-advocacy-explosion-why-2016comes-down-2-words-linkedin-pulse

## Topic Fact 3: The Role of Social Listening

70% of job seekers say they are more likely to apply to a company if it responds to reviews on social media. [Source]

( ) https://business.linkedin.com/talent-solutions/blog/social-recruiting/2019/howjob-seekers-use-social-media

RecruitmentMarketingWorkbook

Chapter 6: Recruiting on the Go

## Assignment 1: Building a Mobile-Friendly Career Site

Instructions: Identify areas of improvement for your current career site to ensure it is mobile-friendly and provides an excellent user experience for job seekers.

Your response: ____________________________________

## Assignment 2: Engaging with Candidates on Mobile Devices

Instructions: Develop a plan to engage with potential candidates eectively on mobile devices.

Your response: ____________________________________

## Assignment 3: Tracking Mobile Analytics

Instructions: Determine the key mobile analytics you will track to measure the performance of your mobile recruitment eorts.

Your response: ____________________________________

## Action Step 1: Providing a Quality Experience

Instructions: Ensure that job seekers have a seamless and user-friendly experience when browsing your career site on their mobile devices.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Action Step 2: Making Job Applications Easy

Instructions: Simplify your job application process for mobile users to increase the number of completed applications.

Your response: ____________________________________

## Action Step 3: Optimizing for Mobile SEO

Instructions: Optimize your career site for mobile search engines to attract more mobile trac.

Your response: ____________________________________

## Pro Tip 1: Mobile-Responsive Design

Ensure your career site and application forms are designed to adapt to dierent screen sizes and devices.

## Pro Tip 2: Short and Sweet

Keep the content on your mobile site concise and easy to navigate.

## Pro Tip 3: Mobile-Friendly Communication

Use mobile-friendly channels like SMS to communicate with candidates throughout the hiring process.

## Pro Strategy 1: Mobile Application Testing

Regularly test your application process on dierent mobile devices to identify and x any issues.

RecruitmentMarketingWorkbook

## Pro Strategy 2: Mobile App Development

Consider creating a mobile app dedicated to career opportunities and company updates.

## Pro Strategy 3: Instant Communication

Use mobile messaging apps to respond to candidate inquiries promptly.

## Topic Fact 1: Mobile Job Search Trends

Over 70% of job seekers use mobile devices to search for jobs. [Source]

( ) https://www2.deloitte.com/content/dam/Deloitte/us/Documents/humancapital/us-cons-hc-talent-mobile-job-search.pdf

## Topic Fact 2: Impact of Mobile Speed on Abandonment

53% of mobile site visitors will abandon a page that takes more than three seconds to load. [Source](

https://www.thinkwithgoogle.com/marketingresources/data-measurement/mobile-page-speed-new-industry-benchmarks

## Topic Fact 3: Mobile Recruitment Conversion Rates

Only 13% of companies have a mobile-optimized job application process. Optimizing for mobile can signicantly increase conversion rates. [Source]

( /) https://www.smartrecruiters.com/resources/guides/mobile-recruitingstrategies-2021

RecruitmentMarketingWorkbook

Chapter 7: Employing Marketing Analytics

## Assignment 1: Determining Baseline Metrics

Instructions: Identify the key metrics related to your recruitment marketing eorts that will serve as your baseline for comparison.

Your response: ____________________________________

## Assignment 2: Knowing Which Analytics to Measure by Channel

Instructions: Determine the specic analytics you will measure for each recruitment marketing channel you use (e.g., website, social media, email campaigns).

Your response: ____________________________________

## Assignment 3: Measuring the Impact of Your Employer Brand

Instructions: Devise a method to measure the impact of your employer brand on candidate attraction and retention.

Your response: ____________________________________

## Action Step 1: Calculating Cost per Hire by Marketing Channel

Instructions: Calculate the cost per hire for each recruitment marketing channel to identify the most cost-eective ones.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Action Step 2: Monitoring Key Metrics

Instructions: Set up a system to regularly monitor the key recruitment marketing metrics you have identied.

Your response: ____________________________________

## Action Step 3: Analyzing Return on Investment

Instructions: Analyze the return on investment (ROI) of your recruitment marketing activities to determine their overall eectiveness.

Your response: ____________________________________

## Pro Tip 1: Data Quality Matters

Ensure that the data you collect is accurate and reliable to make informed decisions.

## Pro Tip 2: Look Beyond Vanity Metrics

Focus on meaningful metrics that directly impact your recruitment goals rather than vanity metrics with little relevance.

## Pro Tip 3: Use Data Visualization

Present your recruitment marketing data in visual formats like charts and graphs to gain better insights.

## Pro Strategy 1: A/B Testing

Conduct A/B testing on your recruitment marketing campaigns to compare dierent strategies and identify the most eective ones.

RecruitmentMarketingWorkbook

## Pro Strategy 2: Attribution Modeling

Use attribution modeling to understand which recruitment marketing channels contribute most to candidate conversions.

## Pro Strategy 3: Integration of Data Sources

Integrate data from various sources, such as your applicant tracking system and analytics tools, to get a comprehensive view of your recruitment marketing performance.

## Topic Fact 1: Impact of Data-Driven HR

Data-driven HR functions have 8% higher revenue per employee and 2.3 times higher cash ow per employee than non-data-driven HR. [Source]

(https://www.ibm.com/downloads/cas/3RLPGVZO)

## Topic Fact 2: Importance of Analytics

Companies that use analytics for recruitment are 2.3 times more likely to improve their recruiting eorts and eciency. [Source]

(https://www.ibm.com/downloads/cas/3RLPGVZO)

## Topic Fact 3: ROI of Talent Analytics

Talent analytics can generate a 9:1 ROI on hiring costs. [Source]

( ) https://www.i4cp.com/productivity-blog/2016/06/27/talent-analytics-cangenerate-nine-times-roi-on-hiring-costs

RecruitmentMarketingWorkbook

Chapter 8: Ten Ways to Win with Recruitment Marketing

## Assignment 1: Crafting Compelling Job Descriptions

Instructions: Write ten job descriptions for various roles in your organization that eectively showcase your employer brand and attract top talent.

Your response: ____________________________________

## Assignment 2: Leveraging Employee Testimonials

Instructions: Collect testimonials from current employees and create content, such as videos or blog posts, to feature their experiences and perspectives.

Your response: ____________________________________

## Assignment 3: Social Media Inuencer Campaign

Instructions: Develop a plan to collaborate with industry inuencers or employees to promote your employer brand on social media.

Your response: ____________________________________

## Action Step 1: Virtual Events

Instructions: Organize virtual events, such as webinars or Q&A sessions, to engage with potential candidates and showcase your company culture.

Your response: ____________________________________

RecruitmentMarketingWorkbook

## Action Step 2: Employee Referral Program

Instructions: Launch an employee referral program to encourage current employees to refer candidates for open positions.

Your response: ____________________________________

## Action Step 3: Diversity and Inclusion Initiatives

Instructions: Implement strategies to enhance diversity and inclusion in your recruitment marketing eorts.

Your response: ____________________________________

## Pro Tip 1: Show, Don't Tell

Use visual content, real stories, and experiences to convey your employer brand authentically.

## Pro Tip 2: Data-Driven Decision Making

Base your recruitment marketing strategies on data and insights rather than assumptions.

## Pro Tip 3: Consistent Employer Branding

Ensure that your employer brand messaging remains consistent across all touchpoints.

## Pro Strategy 1: Continuous Improvement

Regularly evaluate and enhance your recruitment marketing strategies to stay ahead of the competition.

RecruitmentMarketingWorkbook

## Pro Strategy 2: Candidate-Centric Approach

Put candidates' needs and experiences at the center of your recruitment marketing eorts.

## Pro Strategy 3: Collaborate with Hiring Managers

Work closely with hiring managers to understand their needs and align your recruitment marketing strategies accordingly.

## Topic Fact 1: Impact of Employee Referrals

Referred candidates are 15 times more likely to be hired compared to candidates from job boards. [Source]( /)

https://www.eremedia.com/ere/the-realimpact-of-a-candidate-referral-program

## Topic Fact 2: Diversity Boosts Performance

Companies with diverse teams are 33% more likely to outperform their competitors. [Source](

https://www.mckinsey.com/businessfunctions/organization/our-insights/delivering-through-diversity

## Topic Fact 3: Importance of Candidate Experience

A positive candidate experience can increase the likelihood of candidates accepting job oers by 39%. [Source]

(https://www.ibm.com/downloads/cas/3RLPGVZO)

Recruitmentmarketingisthekeythatunlocksthedoortoa worldoftoptalent.

Bycraftingacompellingemployerbrandandleveraging data-drivenstrategies,organizationscanattract,engage, andretainthebestcandidates.

Embracethepowerofrecruitmentmarketing,andwatch yourteamourishwithexceptionaltalent."Anonymous

Recruitment Marketing Workbook: Unleash Your Talent Acquisition Power Are you struggling to attract top talent to your organization? Do you want to supercharge your recruitment eorts and build a winning employer brand? Look no further! The "Recruitment Marketing Workbook: Unleash Your Talent Acquisition Power" is here to guide you through the essential strategies and techniques to elevate your recruitment game.

Inside this workbook, you'll nd:

Step-by-Step Guidance: Each chapter is lled with practical assignments, action steps, and pro tips to help you craft an eective recruitment marketing plan tailored to your organization's needs.

Proven Strategies: Learn from real-world examples and industry best practices to develop an employer brand that stands out in the competitive job market.

Data-Driven Insights: Leverage analytics to measure the success of your recruitment marketing eorts and make data-driven decisions for continuous improvement.

Exclusive Facts: Discover eye-opening facts and gures sourced from leading industry research that showcase the power of recruitment marketing.

Visit MichiganHired.com to start your journey to recruitment success today!