How to conduct an effective recruitment campaign?

In the fast-paced world of corporate recruitment, the success of an organization often depends on the quality of its staff. In fact, the cost of a failed recruitment varies according to ManPower, HR voice and Opensourcing between €30,000 and €150,000.

The question to ask yourself is then how to succeed in your recruitment campaign, not only to fill vacancies, but also and above all to fill them with the best talent available. In this article, we'll break down the steps to running an effective recruitment campaign, exploring its definition, goals, and key steps that can make it a magnet for top candidates.

What is a Recruiting Campaign?

A recruitment campaign is a coordinated business strategy implemented by a company or organization in order to hire qualified candidates to fill vacancies within the company. This approach aims to arouse the interest of qualified candidates, to promote the image of the employer, and to facilitate the recruitment process by mobilizing various communication and promotion channels. This strategy is implemented by the company's Human Resources department or organization.

The recruitment campaign is a vital part of the overall recruitment process.. It's not just about posting job ads; it's a journey that starts when the need arises and ends when those positions are successfully filled. Let's break down the steps:

The steps of an effective recruitment campaign

Step 1: Define needs:

That is the base. Before you tell the world that you're hiring, you need to know exactly what you're looking for. Identify the skills, experiences, and personal characteristics that will allow someone to succeed in the position.

This approach aims to effectively target the right audience. To simplify this task, follow these steps:

1. List the main missions of the future collaborator, in order to define his precise framework of intervention.

2. Define the position of the station, what will be its hierarchical position, if any.

3. Identify the links with other services, to estimate the soft skills necessary for the proper functioning of your services.

4. Specify the working conditions, so as not to attract candidates who cannot fit into your corporate culture or methods.

5. Anticipate possible Job difficulties, and expose them to candidates, so as not to see a succession of departures after taking up a position.

Step 2: Create job offers:

Creating engaging job ads is an art. You want to catch the attention of potential candidates and provide a clear picture of what the position involves. To do this, several solutions are available to you: start from scratch, copy what is already being done, or even use a tool to automatically generate optimized job offers. Regardless of the solution chosen, make sure that your offer is clear and precise, you do not want to attract people who are irrelevant, overqualified, or not adapted to the working conditions you offer.

Step 3: Search for candidates:

Once the job ads are posted, it's time to look for candidates. This may include the Search on online job boards (like Talent.com), the publication on social networks classics, theuse of social networks professionals (such as Linkedin.com), participation in Job fairs, etc. Other solutions, such as the HR programmatic, allow you to automatically source the most qualified candidates everywhere on the internet.

Step 4: Selection and Interview:

CVs and cover letters are coming in, and it's up to you to review them to find the most promising candidates. Interviews, whether in person or by telephone, follow. To save time, use tools that automate your processes, and focus on what matters most: recruiting qualified candidates. But be careful, your answers are one of your company's showcases, so be sure to respond to everyone, even the candidates you refuse, at the risk of negatively impacting your employer brand.

Step 5: Proposal of an offer:

The selected candidate is offered a contract following a rigorous selection procedure. The recruitment campaign is coming to an end. Make sure you've removed your job offers (to avoid ghost job applications) and that you've responded to all applicants.

Step 6: Candidate integration:

The trip does not end with the acceptance of the offer. The integration process starts, ensuring that new staff are properly trained and integrated into their jobs. If this step seems unclear to you, we have prepared a onboarding checklist, to integrate your newcomers perfectly.

Tips for running an effective recruitment campaign

Now that we've demystified the essential components, let's look at what sets a successful recruitment campaign apart from a failure. It's not just about filling positions; it's about doing it with the right people who align with the company culture and add value.

Making human resources and marketing work hand in hand

A recruitment campaign is not a solo number. It is a duo between human resources and marketing, to create a single entity: HR marketing. The aim is not only to fill positions, but also to raise The employer brand, making it attractive to potential candidates.

Use various channels

The paths for a recruitment campaign are diverse. A social media and internet campaign, well-positioned billboards, or even events such as job fairs can be used. Adapt your approach to your goals, your recruitment policies and the profiles you are looking for: the Gen Z recruitment methods will be different from those of Gen X, who are themselves even more different than those of the baby boomer generation.

Have expertise on Social Media

In the digital age, Social media is a powerful source for recruitment campaigns. Use platforms like LinkedIn, X (Twitter), and Facebook not only to broadcast job offers, but also to present company culture. Social media isn't just a tool; it's a window into the soul of your business. Solutions like Seeqle, then allow you to easily control the distribution of your job offers in these environments, without necessarily having significant expertise and large teams.

Do not hesitate to have only a localized impact

Sometimes it's not about reaching the masses, but about Reach the right people. Localized campaigns, such as urban signs or community gatherings, can create a more personal connection with potential candidates.

Demonstrate adaptability

The recruiting landscape is constantly changing. A successful campaign is one that can adapt to change, whether in market trends, candidate expectations or the general business climate. Flexibility is the key to long-term success.

Examples of successful recruitment campaigns

The Army and TikTok

By creating A TikTok account and video campaigns specially dedicated to its recruitments, the Army has effectively generated numerous applications, while making known in more detail the jobs that compose it.

Google is recruiting on its search network

Despite a highly developed employer brand, even the American giant faces difficulties in recruiting specialized profiles.

In order to recruit for very specific positions, Google has set up interactions on its search network that are only triggered in certain specific cases. By looking for” Python Lambda function list comprehension ”, you would then come across a mini-game that acts as a job interview.

Harry Hope. combines his expertise as a recruitment firm with Seeqle

To successfully recruit them and their clients, Harry Hope decided to adopt a pioneer position in the world of recruitment agencies: use an HR programmatic solution to boost its visibility and its acquisition of CVs in all its recruitment sectors (in particular its health recruitment).

In summary

Running a good recruitment campaign is becoming more and more like magic in the fast-paced world of talent acquisition. It's not just about filling positions; It's about strategically positioning your business as a destination of choice for top talent. Each step, from the definition of needs to the integration process, is a stroke of wand affecting the success of your business.

So, HR managers, recruiters, and talent acquisition experts, remember: it's not just about finding the best candidates. But it's important to find the right candidates for the right positions. Design your campaigns carefully, embrace diversity in your approaches, and ensure that your recruitment strategy reflects your commitment to excellence. After all, the perfect recruitment campaign isn't just a procedure; it's a journey toward realizing your organization's full potential.

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