Connecting with the right potential hires for your staffing firm is no small task. You need to make your brand resonate with desired talent in the best possible way and then start a conversation with them that says, “Let’s talk – and learn about who we are and how we can help one another.”
What Your Brand Says
Your employer brand should communicate as much as possible about your company’s mission, values, and culture. These factors are often just as important as salary or benefits when deciding where to work.
- When crafting your brand message, make sure your content clearly answers these questions: “Who are we? Why do we do what we do?” and “How do we go about doing it?” This enables candidates to form a mental picture of what it would be like to work at your company. Give them confidence that they’re choosing an organization that aligns with their values and work style.
- Optimize your EVP. This is your employee value proposition. It comprises all the ways – including non-monetary – that your company provides value to its employees. While mission and culture are central to your EVP, it also includes things like flexible hours, the chance to work with talented mentors, continuing education and other growth opportunities, and an attractive location. What do employees get out of working for your company? That’s your EVP.
Effective Ways to Communicate
Fill your candidate marketing toolbox with the most effective methods for reaching your audience. Among them:
- LinkedIn: This platform is still a solid leader, especially when it comes to relating to passive candidates. When utilizing LinkedIn for candidates within your industry, connect with them based on that experience. For others, connect via a group that they belong to. Either way, introduce yourself and your firm, mention your opportunity, and even if they initially say “no thank you,” stay in touch with them. When the timing is right, they’ll have your contact information and will already know something about you. And they’ll be more likely to respond positively because you’ve already selected them out of all the other available candidates.
- Employee referrals: Referrals, especially from current team members, are so successful because someone has had to put their name behind each one – and they wouldn’t have done so unless they were confident a person would be a good fit. People trust their friends and family and want to work for an organization with a solid word-of-mouth reputation.
- Personal outreach: Consider dialing it back – literally. Call a potential candidate for an in-person chat. Keep it casual. It’s not a formal, structured interview. Ask questions and reach a point where you can decide whether moving forward from this step makes sense.
For more than 25 years, Haley Marketing has been providing staffing solutions for staffing and recruiting firms, from sole recruiters to larger organizations with regional, national and international offices. Our mission is to help you succeed by making great marketing available so your firm stands out among the competition and stays top of mind with the best talent on the market. Contact us today to schedule a free 30-minute focus call.
