#general

also see what I shared with @Jimmy Daly (Superpath) in regards to recruiting and hiring.

Marketing comes in at a very specific point in the candidate journey (attract and goes all the way to employee retention) but those marketing efforts are wasted/least effective if said company does not have a solid recruiting foundation to work with.

• For SMBs, especially for non office jobs, those candidates are likely going to be very selective when ti comes to choosing their employer of choice. If possible, start by defining a clear and strong Employee Value Proposition (EVP), which is statement/group of pillars that provide current and future employees clear reasons to choose and stay with the company. Candidates want stability, flexibility, growth opportunities, so any company should be ready to address what they offer to entice candidates. For example, having a talk track for your recruiters or an FAQ doc is helpful
• Leverage the right job boards or partnerships — you’re looking to attract the right persona for the job, you need to post in areas where those personas will be. (The goal isn’t to attract everyone).
• If a company can invest in an employee advocacy tool (Such as Smarp), it makes sharing approved company content easy for employees. One click button and a job posting can be share across all your employees networks to get help increase reach and drive applications.
• Lean into employer brand. Candidates trust what current employees have to say more than what a CEO posts online so use marketing to showcase stories of your employees, what they do, what your company is like and you’ll drive organic applications

Thanks!