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Steps to Successfully Market Your Recruitment Agency

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Steps to Successfully Market Your Recruitment Agency

Read time 11 min read
Steps to Successfully Market Your Recruitment Agency

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As the number of businesses in almost all sectors continues to grow, top talents have more access to different job opportunities. For a savvy recruiter, you will experience varying challenges as you try to find and hire qualified individuals.

In the current candidate-driven job market, the recruiters are not tasked with choosing the candidates. The candidates get to pick their right fit. As a result, marketing recruitment agencies should try to gain the trust of the candidates and inspire them to choose them over their competitors. For this to work, the recruitment and marketing efforts in your firm should work together.

Below are some of the steps a recruitment marketing firm should apply:

  1. Building a reliable brand that will attract top talents
  2. Improving the candidate experience from the beginning
  3. Ensuring the recruitment agency’s website is visible
  4. Ensuring there is a strong relationship with each candidate by utilizing social recruiting
  5. Establishing a program to refer employees
  6. Hosting killer recruitment events

Build A Solid Brand to Attract Top Talents

The best way to ensure your marketing staffing agency stands out from the rest is to turn your firm into a memorable and recognizable brand for potential employees and consumers.

Employer branding cannot happen overnight. A long-term strategy should be put in place with the sole aim of bringing value to the audience. A considerable percentage of job seekers will research the reputation of marketing job placement agencies, which means it is good to be consistent with the employer brand messaging.

Work on Improving Your Website

The digital marketing landscape is overcrowded, and your website should serve as your ID. A prospective client will start by looking for your brand name using search engines such as Google. To ensure your website ranks well, you should consider using SEO, social media marketing, PPC, and post jobs on different platforms that will lead to your website.

After a potential client comes across your website, they will learn more about your recruitment agency and the available job openings. They will then submit their applications.

You should ensure that your website is well optimized and user friendly. Focus more on the user experience. The architecture of your website should be simple, and visitors can quickly gain access to the information they desire relatively fast. The website design should also be pleasant and professional. Each element also needs to be utilized strategically.

The site should look trustworthy. Ensure there are no annoying ads, aggressive CTAs, and popups. It is also advisable to shift from HTTP to HTTPs. Finally, make sure your site is complying with the GDPR to assure the website visitors their data is safe.

In some sections, you should include “Our Missions” and “About Us” to emphasize the brand values and help the visitors’ to the website understand what the marketing staffing agency stands for.For example:

Steps to Successfully Market Your Recruitment Agency

Some of the big brands adhere to such guidelines, and they also have a page dedicated to employment where they share job opportunities. There should also be a page where you can share employee benefits and training programs.

Build a Strategy Regarding Inbound Recruitment

Employer branding revolves around building a long-lasting relationship with your target clients while also inspiring them to visit your website again. The inbound methodology should align with the branding.

Inbound marketing usually focuses on engaging and attracting individuals who may be interested in being a part of the workforce in your corporation.

The stages involved in inbound recruiting include:

  • Attract strangers and convert them to website visitors using high-quality content, targeting relevant keywords, social networks, and registering in relevant business directories.
  • Turning website visitors into leads by coming up with user-friendly forms and useful lead magnets.
  • Conversion of leads into candidates by sending email newsletters and talking about a marketing recruitment agency’s achievements. People should be accorded the chance to connect with employers through social networks, live chats, or emails.
  • Through inbound marketing, it is possible to turn the job candidates to brand promoters. They should be provided with the experience needed during the application process.

Meet with Potential Colleagues

The potential candidates should learn more about the corporate culture and the individuals behind the brand name, which means they should meet each other.

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For starters, a page should be put in place on the website dedicated to the employees. Prominent brands have such a page, and they also provide for categories such as “Meet Our People” and “Benefits” where they can talk more about their employees and their roles in the firm. Images and testimonials are also provided. For instance:

Steps to Successfully Market Your Recruitment Agency

Marketing recruiting firms can share behind-the-scenes videos and photos of the staff on platforms such as Facebook.

Employee-generated content is highly recommended. For instance, the employees can take photos at the workplace and include your brand as a hashtag when sharing each image on social media platforms such as Instagram. The content can be republished on the company’s official account.

Improve the Candidate Experience

A considerable percentage of job seekers usually have a negative candidate experience. Primarily, the only issue is that some of these individuals are unable to talk about their dissatisfaction publicly. The candidate experience provided by marketing recruiting firms reflects more about corporate culture. It sheds more light on the notable decision-making factors within the firm’s framework. A considerable percentage of candidates have emphasized that a negative experience affects the way they view their employer.

As an employer, a bad candidate experience means there will be a lot of negative publicity, and the financial losses will be significant. Fortunately, such mistakes can be avoided. Companies should also keep in mind that the process of acquiring top talent begins even before such individuals apply for the job position. Marketing recruiting agencies should look for ways through which they can turn passive candidates into engaged ones.

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Writing Job Descriptions that are Easy to Understand

  • The primary responsibilities should be summarized—this includes skills, and qualifications for each job position. The most exciting aspects should also be included. To ensure the user experience has improved, the job description should be detailed and consistent to help each individual determine whether the job suits them or not.
  • The job titles should be precise—the job summary should be unique and catchy. The main focus is on ensuring the marketing employment agencies have captured the reader’s attention. Likewise, the employee’s responsibilities should be well outlined along with the day-to-day activities they should be engaging in.
  • Soft and hard skills should be outlined—the job description should be consistent across each online channel to establish trust with each candidate.

Develop Content for the Applicants

Content marketing strategies indicate a firm’s trustworthiness. Your marketing employment agency blog post for attracting potential applicants is supposed to emphasize the company’s experience in a particular niche while helping each individual learn more about how each team works.

It is advisable to come up with an FAQ page consisting of questions commonly asked by candidates. Detailed answers should also be availed for each question. Marketing job placement agencies should also come up with videos and podcasts that focus on the firm’s values and mission. The content marketing tactics should be strong with good PR tactics whereby you can present details about your firm’s news, activities, and initiatives. The image below shows an example of a FAQs page:

Steps to Successfully Market Your Recruitment Agency

Provide Timely Feedback Using Chatbots

Numerous platforms are currently building chatbots. You can integrate the chatbot onto your website easily. These chatbots can recognize the keywords that are used by prospective clients and provide relevant feedback or answers. A candidate will then have a better understanding of your company and the role they are interested in, which means they will make a decision faster.

Chatbots deliver numerous benefits for marketing employment agencies since they can inquire about the candidate’s skills and previous experiences, and the ranks they have held in the past. A chatbot can also automatically schedule a call or an in-person meeting, which means recruitment agencies for marketing roles save a significant amount of time.

Pay Attention to Mobile Recruiting

There is a rapid growth in mobile searches, which translates to a greater demand for mobile recruiting. A considerable number of job seekers look for work opportunities using their mobile devices and they always look forward to a mobile-friendly experience on each job posting platform.

First impressions matter. Thus, your website should load fast while ensuring each user can move fast from one page to the next. Additionally, all online channels usually lead users to mobile-optimized careers pages.

Call-to-action buttons should be tested to determine whether it is easy to tap. The application forms should be simplified, and the users should also fill out everything effortlessly on mobile devices. Other factors to consider include whether the website content is loading fast. Equally important, the content should also fit the screen well.

To ensure that you have saved your applicants enough time, ensure there are one-click applications. Interested job applicants can apply for a particular job position using a single click, which means the prospects will not refrain from the lengthy application forms.

If you are still worried about whether your website is mobile optimized or not you can use Google’s mobile friendly test to be sure. For instance:

Steps to Successfully Market Your Recruitment Agency

(Image Credit: Search Engine Roundtable)

Increase the Visibility of Your Website

Recruitment agencies for marketing roles should work on increasing their online visibility—more so, through their website to generate leads and attract relevant traffic.

Register on Different Job Search Platforms

A large number of job seekers rely on search sites that are region-specific as they look for career opportunities that suit them. Instead of browsing from one webpage to the next, it’s easy to use filtering and search options within a specific platform to look for open positions using niche, job title, requirements, and location considerations.

As an employer, you should seize such opportunities to get introduced. You only need to register on different job posting platforms and upload the job listings to ensure your online exposure has improved.

Apart from free platforms, paid platforms exist. These solutions can afford you additional features such as the ability to add the firm’s brand logo and remarketing services.

SEO vs. PPC: Get the Best of Both Worlds

As you work on increasing your website’s visibility on search engines such as Google, you don’t have to choose between PPC (pay-per-click) and SEO (search engine optimization). You can merge both to boost your presence online.

SEO is more of a long-term investment that entails the use of organic keywords. When using SEO, you can build links on reputable platforms while creating quality content.

The only issue is that SEO is slow.

To promote your jobs fast, you should invest in PPC. If you have paid a significant amount for the desired keywords, the ad appears above the organic search results. Payment is only deducted once a user clicks on each ad. Take a look at the image below. The average click through rate for the employment industry is higher than the average click through rate for all industries.

Steps to Successfully Market Your Recruitment Agency

(Image Credit: WordStream)

Utilize Social Media Recruiting

According to recent statistics, there are at least 3.5 million social media users globally; notably, there are over 7.6 billion social media accounts.

A considerable number of potential job candidates are present on social media. LinkedIn surveys also showcase that at least 50 percent of professionals have followed relevant organizations on different social networks to keep track of the recruitment process; this indicates that social media marketing is important for any recruitment strategy.

Choose the Right Social Networks

If you’re formulating a social recruitment strategy, you should choose the right platform to promote your brand while also building relationships with potential clients. Since LinkedIn is a platform for professionals, recruitment agencies should check it out as their first option. Your recruitment agency can use advanced filtering and search options to find the best candidate for the present professional challenges. Currently, more than 20,000 organizations are using LinkedIn in the U.S. to connect with job seekers.

Besides LinkedIn, other social networks suited to marketing your business include Instagram, Twitter, and Facebook. Through these platforms, your recruitment agency can connect with potential applicants easily. You can look for an ATS provider that has integrated social media. Your agency will save on costs and time while conducting social media recruiting.

Make sure your business accounts are also updated. Important company details, such as the name of the company, address, and phone number, should be availed. Company news should also be published.

Other channels that you can use include Snapchat to inform potential candidates about the available job positions. Companies such as Amazon post their job ads on Tinder. While it may seem awkward to post a job vacancy on a dating site; however, the strategy works well for the e-commerce giant.

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Start an Employee Referral Program

Employee referral programs are powerful; however, the hiring tool is underestimated. When such a tool is implemented strategically, it can present multiple benefits for your recruitment agency, including ensuring the turnover rate is low. Besides, the recruiting process will also take less time while minimizing the cost of each hire.

Since an employee referral program is an effective tool, many companies rely on it. For instance, some corporations offer their employees bonuses. Furthermore, happy hours also come in handy, especially when the employees can invite individuals they want to refer.

Steps to Successfully Market Your Recruitment Agency

(Image Credit: Workable Resources)

Host Recruitment Events

Organizing a recruitment event can serve as a suitable opportunity to recruit individuals into your company. You can build a strong relationship with the potential candidates while making observations about things that are not present in their resume.

When holding a recruitment event, ensure your goals are clear, and you should determine the type of recruitment events that suits your company. A small firm can hold an open-house event. In such an instance, the main goal is to ensure the atmosphere is pleasant, and the guests will manage to engage the team members as the event progresses.

A large corporation that has a high employee turnover should ensure there is a job fair. Such an event should be planned thoroughly to ensure everything falls in place as planned. Promotional materials should be designed to attract the attention of the people who will attend the event and inspire them to apply for the available job positions. It is also advisable to be ready for formal job and Q&A interviews.

Create social media and event pages. Ensure they are promoted widely through email invitations and publishing regular updates on social media. Ensure your event has been listed on major event directories. Similarly, provide for consistency in this phase until the actual event takes place.

After the event comes to an end, the results should be analyzed thoroughly. At times, the number of people doesn’t guarantee success. You should be keen on how the event contributes favorably to the hiring process. Have you managed to raise awareness about your brand? Look into the tactics that work or don’t for the potential candidates in the industry.

Final Thoughts

The recruitment sector is evolving fast. Some tactics may have worked this year, but they may be obsolete in the next year. Success rate of each strategy is, therefore, dependent on the goals of each recruitment agency and its target audience.

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FAQ’s

To create a good recruitment agency website you need to start by having a clean and well thought out design. There are tools out there available that have free website templates. You also need to make sure your website is easy to navigate. Navigation menus are key to a great website. Finally make sure you have lots of social proof.

To create a recruitment website you should go to a website hosting site such as WordPress. They make it easy for you to build a well designed website. Choose a simple yet elegant theme and create your landing page and navigation tools. MAke sure to install plugins that will help you easily finish your website quickly and effectively.

A recruitment website is a place online where users can go to find employment around their location. It also helps employers find qualified candidates to fill positions in their businesses. It is a website to help both employers and potential employees.

Below are some of the ways recruitment agencies use websites to make money:

  • Advertising job openings for prospective employees.
  • Selling prospective employees information to potential employers.
  • Creating email newsletters.
  • Utilizing affiliate marketing strategies.

Here are a few examples of methods you can use for recruitment:

  • Employee Referral Programs
  • Recruitment Agency Websites
  • Employment Exchange Programs
  • Directly Advertising to Potential Employees
  • Promotions
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Daniel Urmann

Author Bio:

Daniel Urmann is the co-founder of Diib.com. Over the past 17 years Daniel has helped thousands of business grow online through SEO, social media, and paid advertising. Today, Diib helps over 150,000 business globally grow online with their SaaS offerings. Daniel’s interest include SMB analytics, big data, predictive analytics, enterprise and SMB search engine optimization (SEO), CRO optimization, social media advertising, A/B testing, programatic and geo-targeting, PPC, and e-commerce. He holds a Master of Business Administration (MBA) focused in Finance and E-commerce from Cornell University – S.C. Johnson Graduate School of Management.

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