Wouldn’t it be great if recruiters felt supported?
Implementing recruiting tools across large organizations takes a good amount of creative thinking, problem-solving, and cross-communication. While there are many reasons to have standard operating procedures, when it comes to supporting diverse teams across multiple geographical regions there are often nuances in regional recruitment that need to be accounted for. Put simply, not everything works everywhere.
Supporting your recruitment teams doesn’t have to be complicated. You can provide the guides and tools necessary to improve both the recruiter and candidate experience, while also not stifling the recruiter’s ability to find and secure good talent.
You can make a significant amount of headway by simply providing recruiters with a toolkit of tactical items and frameworks to support their recruiting needs.
Easy to Use Recruitment Marketing Tools for Recruiters
Recruiters have a lot on their plates. Creating great visual content and poring over messaging guides isn’t on their agenda. We must find ways to support recruiters in their advertising efforts while simplifying the number of activities on their plates. Creating a tactical recruitment marketing toolkit for recruiter use is a great place to start.
What to Include in Your Recruiter Toolkit
Messaging Guides
Copy & Paste messages recruiters can use to build job descriptions and ads, send to candidates, or add to emails are the #1 most effective way to support your recruiters and engage the brand message at all levels.
Include language that speaks to your mission, vision, values, company culture, team micro-cultures, and leadership. Keep this in a living document you can add to over time.
Company Branded Graphics
These should be eye-catching, easy-to-post graphics that represent the brand, and support any CTA a recruiter may add in the post body.
Designed for social media use including LinkedIn, Facebook, Twitter, and Instagram. Be mindful to avoid corporate jargon and instead provide an asset with a clean layout, engaging visuals, and company logo. When in doubt, keep it simple.
Company Logos & Fonts
The hiring process moves fast. Make sure your recruiting teams have access to company visual assets so that hiring efforts are not held up on design. A selection of logos, fonts, and colors should be included.
Stock Photos
Curate a collection of employee photos that represent your brand and company culture that recruiters can use for last-minute flyers, social posts, and graphics. Use photos that represent your team being conscious to include a diverse representation of your company demographics in both action and posed shots.
Provide context for each photo including information on who’s in each photo, the activity taking place, and the location. You may even want to provide sample captions. This will help recruiters use the correct photos in the correct context, while also providing relatable content to their audience.
Benefits & Perks Scripts
You’ve got AMAZING benefits programs! You know that, your recruiters know that, but do your candidates? Probably not.
Most early-career recruiters don’t know how to *sell* those benefits. Provide your recruiters with a list of perks and benefits with details on each that relate to candidate needs.
For example: If you have affordable healthcare programs, does that mean a team member can expect to pay $50 a paycheck or $5 a paycheck for those benefits? Spell it out for them in a way that candidates can relate to and find value in.
Job Posting Checklist
Throughout the day, recruiters are handling hundreds of touchpoints and posting dozens of jobs. It’s easy for something to fall through the cracks. Create a checklist of items for your recruiters to look for before pushing that post button.
Requisition Troubleshooting Checklist
Even the best recruiters get stuck sometimes. Create an easy-to-use checklist of your industry go-to methods for attracting additional candidates. Consider job post content, job boards, social media, sourcing methods, and ways to think outside the box.
Hiring Event Templates
Recruiters are not event managers. We wouldn’t expect our wedding planners to do recruiting, so why do we assume recruiters know how to plan and execute a large hiring event?
Provide a step-by-step resource for your teams on everything from promoting the event, inviting applicants, securing event space, tracking attendees, and after-event follow-up.
In Conclusion
These are just a sampling of the items you can create that will actively support recruiters within your organization. Keep things simple, short, and relevant across all regions. For the best results, give recruiters the flexibility to pick and choose the items in the toolkit that are the best fit for their localized needs.
GET IN TOUCH