Display advertising is an important part of the recruitment marketing mix. From billboards to digital advertisements in public transportation, display ads are everywhere and highly visible to potential candidates.
You can reach people who aren’t necessarily looking for work and aren’t likely to apply or fill out an online application by using display advertising. It can also help recruit more qualified candidates by focusing on their demographics and interests, such as sports teams, music festivals, and so on.
Did you know that the number of new hires at a company can be influenced by advertisements? More than half of all respondents said they would apply to a company after seeing their name on signage in 2016, for example. Businesses use display advertising to attract potential employees, and it is critical not only for recruitment but also for talent retention.
New Hires:
With new hires, the hiring process has begun. The majority of hiring managers believe it is becoming more difficult to find top-tier candidates. 73 percent of employers, according to the Manpower Group, are having trouble finding qualified job candidates.
As a result, recruitment marketing is becoming increasingly popular. The goal of the strategy is to use (online) content to engage, convert, and attract candidates. SEA is available on a number of popular online job boards and search engines, including Indeed, Glassdoor, and Google.
With new hires, the hiring process has begun. The majority of hiring managers believe it is becoming more difficult to find qualified candidates. 73 percent of employers, according to the Manpower Group, are having trouble finding qualified job candidates.
As a result, recruitment marketing has increased.
The goal of the strategy is to use (online) content to engage, convert, and attract candidates. There are a number of well-known online job boards
According to us, marketing recruitment is critical to the success of display advertising. You can reach out to passive job seekers, candidates, and potentially qualified candidates using retargeting. Active job seekers will be attracted to job boards and search engines, while passive job seekers will be attracted to social media and display advertising.
Several Steps from a Ms. Mariana Joseph from Techfetch RPO , one of best recruitment process outsourcing services in the United States
1.Keeping a laser-like focus on your intended audience.
When promoting job openings on job boards, using a random selection method can attract a large number of applicants.
Unfortunately, more reach means more noise, and the majority of applicants will lack desirable qualities. You’ll have no choice but to reject unsuitable candidates, resulting in a loss for both parties. If you reject candidates too soon, they will be dissatisfied, and you will waste time and resources.
You can use display advertising to target your audience based on job-related criteria like age, location, and professional interests. You can ensure that only candidates who are a good fit see a job opening by precisely targeting your audience.
Candidates can also be targeted based on their previous online searches. Look for people who have recently searched for “sales analyst job” or “junior sales analyst salary,” for example, if you’re looking for a junior sales analyst. Display advertising allows for a high level of targeting, resulting in more qualified hires without a doubt.
2. Locating and contacting job candidates who are not actively seeking employment.
Around 80% of the workforce is made up of passive candidates. This is a crucial audience to reach, especially as the hiring process nears its conclusion. Active candidates who are considering competing offers have a retention rate of 21% higher than passive candidates.
As a result, passive job seekers are an important part of any hiring strategy. On the other hand, passive candidates rarely use job boards or search engines to find new work. That is why using display advertising to reach out to them is so effective.
You can reach out to your ideal candidates on the websites, mobile apps, and other online platforms where they spend their time by posting job ads on display advertising platforms.
3. Re-targeting of candidates
Every recruiter hopes that candidates will apply as soon as they see job openings, but this does not always happen. Attracting talent, regardless of how effective a recruitment strategy is, can be difficult.
People’s attention spans are frequently short. When it comes to online shopping, this is especially true. Candidates click away faster than you can say “six-figure salary” when you say “six-figure salary.” They frequently disappear and are never seen again. This isn’t to say your content isn’t good enough or that candidates aren’t interested in what you have to offer. They might just need to be persuaded to reconsider or reminded that the job is still open.
That’s why retargeting is so important. After engaging with your content, retargeting is a marketing technique that ensures candidates see your job advertisement again. To encourage them to reapply, you can contact them through a variety of channels and devices. The conversion rate of retargeted website visitors is 43% higher than that of non-targeted website visitors. You can avoid missing out on top-level hires by gently prodding non-converting candidates.
Final Thoughts:
The benefits don’t stop there. Employer branding is aided by display, which is even better. To generate interest and establish your brand, create advertisements that tell your company’s story. You’ll be at the top of their list when your candidate is ready to move on.
Display advertising, we believe, can assist you in achieving your recruitment marketing objectives, whatever they may be. Start with search, job posting, social media, and display advertising, which are all four-stage rockets. It’s time to take a direct path to the moon. Continue Reading
