Recruiting is a strategic function that requires an understanding of the organization’s objectives, culture, and goals. A key part of this process is selecting individuals who reflect your business from the outside – one of the most important pieces in building a strong employer brand. As Hiring Managers, it’s essential to train your recruiters to be brand ambassadors for your company in order to attract and acquire top talent. Let’s take a look at how training Brand Ambassadors as Recruiters will help build better relationships with candidates and stakeholders alike!
Your recruiters are your best marketing channel. Yet most are still operating like transactional robots. Here’s a high-level of what this can look like from a process standpoint:
Create a foundational set of evergreen content.
This might include a comprehensive overview of what it’s like to work at your organization, key benefits and features of the job, case studies from existing employees, or even virtual office tours.
Train your recruiters to know what content to use, when and why. Make sure they understand the mission of the company, its values and how they should represent themselves as brand ambassadors. Teach them the messaging that resonates best with potential candidates and equip them with tools for sharing content via social media, email campaigns, and other channels. Make sure they know it’s ok for them to “sell” why someone should join your company without overselling—it’s about building relationships with qualified talent instead of just creating one-off transactions.
Give them the right tools
Provide them with customer-facing tools like LinkedIn or Glassdoor profiles where they can share their knowledge about the company and position available in an engaging way.
Make sure they are also up-to-date on the latest industry trends. Having recruiters that understand the competitive landscape, what makes a candidate attractive to others, and how to best differentiate your offering is key.
Teach them to engage
Encourage recruiters to engage in conversations online, directly respond to inquiries from potential candidates, and participate in industry events where they can network with top talent.
By taking the time to train your recruiters to be brand ambassadors, you’ll not only see a boost in quality of hires but also an increase in organic leads from word-of-mouth recommendations from current employees and others in the industry. This will save you money on recruitment costs while also building brand awareness for your organization as an employer of choice. Make sure that your recruiters understand the importance of their role and have the tools to succeed—it will pay off in spades!
Equip your recruiters with both long and short-form assets to share across the internet. This could include case studies, infographics, videos, job descriptions, and anything else that showcases what makes your company unique. Encourage recruiters to tell stories about their own experiences working for the company, making sure they keep it authentic.
Over time, you’ll strengthen relationships with potential candidates and ensure a high-quality of hires. With the right content and knowledge in place, your recruiters can become an invaluable asset in building a successful recruiting team. So go ahead—give them the keys to success! You won’t regret it. Good luck!
Let your recruiters build personal brands and create owned-content.
Encourage them to share their insights and experiences on popular industry topics, such as company culture, diversity and inclusion initiatives, current trends in technology or recruiting strategies. This can help increase your reach and engagement across social media channels. Additionally, it will allow potential candidates to get an inside look at the organization before applying for a job. Furthermore, this content can be used as part of a recruitment marketing strategy to attract top talent more strategically.
Track your results
Be sure to track the results of your recruiters’ efforts. Measure not only how many applications are received but also metrics like number of views, likes/shares/retweets, website visits from social media posts or email campaigns—this data can provide invaluable insight into what content is resonating with potential candidates.
If done correctly, you’ll improve recruiting ROI while also building an effective pipeline of qualified talent. Invest in it and you’ll reap the rewards for years to come! Good luck!
Be sure that your team has access to the right analytics tools to measure success. With data-driven insights, you can fine tune your recruitment marketing strategies and improve results over time. Track metrics such as clicks/opens on email campaigns, website visits from content shares, number of applications received, and more. This will help inform which content is resonating best with potential candidates and provide valuable guidance on how to optimize your approach for continued success.
In conclusion, companies should look at their recruitment process and consider the potential of training their recruiters to be brand ambassadors. After all, even if a candidate is highly qualified, but has bad experiences with the reps that interview them, it could create a lasting impression about the company.
A successful approach requires effort from all stakeholders in an organization and should involve feedback from experienced professionals in HR and recruitment. However, taking steps to make sure that recruiters properly represent the brand will not only help bring in more qualified talent faster; it will also ensure that candidates leave with positive impressions of the organization that could lead to fruitful relationships further down the line. By investing in equipping your recruitment team members with tools to become great brand collaborators, you can truly achieve success throughout your recruiting cycle.
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