The challenges of modern recruiting are not a far cry from those of attracting and building a customer base. There are so many platforms to choose from and only so many resources to go around. So, where should you spend your time and money? Before going down the rabbit hole of recruiting options, your first order of business should be to shore up your company’s online presence.

Like it or not, your company’s website and social media pages are being judged each and every day. From prospective clients to top talent, how and where you appear online matters more than ever. For years, recruiters have been able to get away with a lackluster online strategy, but in the current buyers market, you have to be on your “A” game if you want to bring in the best and brightest to your organization.

Creating a strategy that feeds your recruiting pipeline doesn’t happen overnight and it will take resources, but you don’t have to forge the path alone. The Your Business Marketer team has years of experience helping companies of all shapes and sizes build an online recruiting strategy. 

6 Online Recruiting Tips

Paper applications and manual recruiting processes are a thing of the past, and not just the recent past. Those practices started going out the door back when dial up internet was still a thing. The game was forever changed with platforms like Facebook Jobs, Indeed, and LinkedIn. As you look to step up your recruiting game, consider the following.

1. Talent Pools Have Changed

It is a millennial world and we are all just living in it. Comprising approximately 35% of the workforce, millennials are now dictating more than just snacks in the office breakroom. In many ways, they are redefining the modern workplace, and that starts with recruiting and the expectations surrounding the process.

With this group, there is an expectation that companies will meet prospective employees where they are spending time (online) and that they will make the application process easy. Those that throw up roadblocks are almost guaranteed to miss out on the cream of the crop.

2. Your Online Reputation Matters

One of the most challenging aspects of modern recruiting relates to your company’s online reputation. What used to happen behind closed doors is now put front and center for all prospective employees to see. Those disgruntled employees that leave, or are forced out, no longer just fade into the background.

Instead, social media and platforms like Glassdoor offer a digital megaphone to put your company on notice. And it is these spaces that top performers are getting the inside scoop on what it is really like to work for your company.

The good news is that you have some recourse, and can actively engage with those former employees (something we highly encourage). While it might not seem like the most important use of your time, it is critical to show that your company takes feedback seriously and is actively seeking to improve. 

3. Your Online Presence Establishes Credibility

One of the best aspects of creating and maintaining an online presence is the ability to tell your company’s story through the use of creative content. Consistent content builds credibility with potential candidates, while also offering opportunities for engagement that might not otherwise happen.

Regardless of where a candidate finds your job posting, if they are interested they will almost certainly visit your website and social media pages for more information on your company. Over 60% of candidates say that they see company branding as a signal of strength and credibility, a factor that plays a major role in the decision making process should an offer be made.

4. Networking Opens Doors

Not all talent pools are accessible, but building your online presence can open the door to groups that might have previously been outside of your scope. Remember the old saying, “birds of a feather flock together?” In many ways this still holds true even in online circles.

Social media in particular offers unlimited potential. Getting creative with content, hashtags, and tagging allows you to establish your brand’s footprint with a larger audience. Enlist the help of your current employees, as their networks will help you grow that much faster. 

5. Employee advocacy can be a game changer

Earlier, we mentioned that your brand reputation matters. One way to tip the odds in your favor as an employer is to promote advocacy among your existing team members. Celebrate their wins on social media, engage with their content, encourage them to engage with company branded content, and more. Keep it professional but don’t be afraid to be yourself.

We are in a day and age where employees both want to be heard and to know that they are making a difference. For potential candidates, a strong mission and vision shows that you actually care about people, and you are striving to achieve a purpose.

6. You Can’t Set It and Forget It

Building an online presence 1) doesn’t happen overnight and 2) requires constant attention. The latter is where many companies fall short. Between creating content and the need for constant engagement as your presence grows, this task cannot be added to your company to-do list or be put on the back burner.

Companies that fail to allocate the proper amount of resources to their online presence aren’t doomed to transient employees, but they will more often than not miss out on great talent.

Leveraging Your Online Presence

While you may only hire locally, COVID-19 has changed the game and many more companies are offering remote work as an option. In the most simple of terms, this means new competition for talent. Regardless of the size of your company or the product you are selling, employers are competing globally for talent and are fighting it out in the digital space.

That is where the Your Business Marketer team can assist. You don’t have to be a Fortune 500 company to get the best employees in the world. Our team has the experience to help you tap into top talent in your local area or beyond. Learn more about our team, our solutions, and schedule a consultation today: 800-499-1996.