This summer, I had the privilege of attending the Social Recruiting Strategies Conference. Held in my favorite US city, Philadelphia (which is also the location of our East Coast Office, so I might be a little biased), in addition to networking with awesome professionals and eating delicious lunches, I also left with an abundance of knowledge shared by colleagues in the recruitment marketing world. Here are some of my key takeaways from the conference:
- The world is full of content: Between social media, television, and general advertising, candidates are inundated with excessive content every single day. To cut through the noise, it’s important to make sure that your content is specifically targeted to your candidates — both in terms of where you reach them, and the language you use to speak with them.
- Emotion is the king of content: The best way to connect with candidates is by appealing to their emotions. Today’s candidates want to know what it feels like to work for your company — not just what their day-to-day will look like or what perks your company has to offer.
- Stories sell: Stories are the best pieces of content you can use to appeal to a candidate’s emotions. Candidates want to hear from actual employees about their experiences with your company. They are much more likely to trust and relate to stories over other forms of messaging. In today’s world of content, testimonials have gone by the wayside, as candidates want to connect with actual stories about specific moments or experiences.
- Employee satisfaction and retention are at an all-time low: With a low current unemployment rate, candidates aren’t sticking around in jobs they don’t love. On the downside, this means that you might lose valuable employees to their wandering eyes. On the positive side, this means that even passive candidates are open to looking at your roles. This means you have to be even more focused on the value of your content than ever before.
- Honesty is key: It’s important to draw the right candidates for your company at the very beginning of the recruitment process. This means creating messaging that is genuine and transparent, and not just selling yourself. If a candidate joins your company fully onboard with what the work and culture will be like, they’ll be more likely to stay in the long run.
If you have the opportunity to attend as SRSC Conference, I definitely recommend it! You will leave armed with recruitment marketing tips to improve your social media strategies (and more than a few cool giveaways from the vendors).