At Haley Marketing Group, we are always looking towards what the future holds for the staffing and recruiting industry. As we approach 2024, this is a great opportunity to evaluate what the next calendar might bring, and how to stay ahead of upcoming trends and challenges that will impact the market. In order to get in front of your competition, it’s crucial to be well-versed in these topics to create an effective and intentional recruitment marketing strategy. Here we explore some of the top recruitment marketing trends for 2024.
Automation and AI Recruiting Efforts:
Ever since the end of 2022, AI-powered tools have exploded into various aspects of our lives, this includes staffing and recruiting as well. This isn’t going to change in 2024 as AI-driven tools will continue to grow for candidate sourcing, screening, and communication. Automated chatbots, process flows, and interviewing are just a few ways that AI will help expedite the recruiting process going forward. It is imperative to be aware of these solutions and to look at the different opportunities to implement AI into your recruitment marketing strategy. AI is not out to replace us as workers, but it is here to help allow recruiters to spend more time what they do best, putting people to work!
Employer Branding Becoming Even MORE Important:
Although we do see the job market cooling and overall hiring slowly, recruiting and hiring will be just as difficult as it has been in 2023. Yes, there are certain tangibles that job seekers are looking for, but a lot of the time, it is your company’s intangibles, or employer brand, that will give you an edge against your market’s competition. As Gen Z becomes a larger majority in the workforce, job seekers’ desire to work with companies that can showcase their workplace culture, community impact, and specific success stories will become even more important. Having a strong presence on social media platforms like LinkedIn, Instagram, and Twitter will go a long way in building your employer brand and making stronger connections with your audience.
Video Efforts in Recruitment Marketing
The process for applying for jobs has changed dramatically over the years. Newspaper ads and Help Wanted posters have transitioned into online postings on job boards like Indeed and LinkedIn. One up and coming tactic for job advertising coming in 2024 is video posts.
Creating a short video clip promoting certain jobs can be a great way to stand out to job seekers, giving them quick and informative details about the role you are advertising. As the online space becomes more cluttered, using video in your recruiting efforts provides you an avenue to be creative and communicate with candidates in a different way.
Videos can also highlight other aspects that make your company desirable to work with, whether that is employee culture, community involvement, or using video to display your company as a subject matter expert in your respective industry.
Data-Driven Decision Making
Although this may be an obvious one, not enough companies are taking advantage of all the data they have at their disposal. From your ATS/CRM platform, to results from online advertising efforts, these data sets can be your best friend when creating SMART company goals, and an efficient strategy to get you there.
Take time to look at your data from 2023. Look for trends or patterns throughout each quarter, this can help you plan your efforts in 2024. Data can help you see what’s working and what isn’t working for your company. Are the things that aren’t working providing ROI or helping you meet your goals, or is it a non-efficient use of resources? Do the things that are working lead to more opportunities or growth?
Benchmarking your data shows gives you a clear picture of where you are, where you would like to be, and the best ways to get to that ideal destination for your company.
Leveraging Your Data from 2023
Here at the Recruitment Marketing team, we love data and the stories it tells. It’s common for humans to want to go with what we think we know, or what our gut says, but data is hard evidence of what works, what doesn’t, and how to anticipate challenges and needs in the coming year. Below we go through a few ways to leverage your data from 2023 to help plan for a successful 2024.
Understanding Talent Demand and Needs:
Most staffing and recruiting companies have demand peaks, whether they be seasonal, or industry driven, but if you aren’t sure of when these peaks will come or how high they will be, it can be nearly impossible to prepare for them.
Looking at your job orders and placement fills throughout the past year can help provide you with more intentional planning for 2024. If you see an increase in your job orders during Quarter 2, but a dip in Quarter 3, you can tailor your recruiting strategies to account for this, being more aggressive when it matters.
Look at job orders that you may not have filled. Why did that happen? Was it a lack of candidates, was the specific job just too difficult to fill? By understanding these trends, you can be more selective with your business, and focus on better opportunities, rather than continuing to bark up the wrong tree.
Optimizing Job Advertising:
Through our job spend management service at Haley Marketing, our team gets a vast amount of data from our efforts on the job boards. Through data analysis, we gather valuable insights on how to optimize job postings. If the conversion rate is too low, maybe thejob’s pay rate is below the market average. If cost-per-click is too high, maybe the job title needs to be optimized based on what job seekers are searching for. We can see trends that show how to improve individual postings, and overall job spend efforts. Your team can do this too though! Start by benchmarking your overall metrics and start to go down each job ads’ metrics to see where there is opportunity for optimization.
Looking at your Company’s Processes and Workflows:
Many times, people are only concerned with the numbers on the financial sheet, or the bottom line. While this is definitely important to evaluate your performance and set goals, we need to take this to the next level. Your company’s processes and workflows have a direct impact on your bottom line and overall performance.
Evaluate how your recruiters spend their day. How many hours in the week are they working on admin or repetitive tasks versus communicating with candidates and recruiting? Are there certain bottle necks in your teams’ processes that are taking too long and hurting opportunities. What solutions or tactics could be implemented to automate or expedite these tasks.
By taking a deeper look at how your company operates, you can highlight areas that have opportunity to become more efficient, and lead to more ROI for your recruitment marketing efforts.
Are you ready to learn more about how Haley Marketing and the recruitment marketing team can help drive improved results from your job advertising budget? Contact our team today to learn more and set up a free recruitment marketing consulting call!