digital strategies

Digital Strategies for Recruiting Top Talent

You believe in your company, your product, and your employees, and work hard to provide a positive work environment. However, it may be a challenge to promote your company’s culture and atmosphere to job candidates who have never interacted directly with your company. To maintain the positive work environment you’ve worked so hard to create and find top talent to fill your job openings, take a closer look at your digital strategies for recruitment before you post anything online.

Here are five proven digital strategies to optimize your website and third party recruitment profiles to find the right people to fill your vacancies.

Write Accurate and Honest Job Descriptions

This may seem like an elementary tip, but it’s astonishing how many companies simply copy similar job descriptions from other companies, throw in some buzzwords and jargon, and call it done. This apparent time-saver can harm you in the long run by creating confusion, receiving unqualified applicants (or even no applicants at all), and potentially unhappy future employees who feel they’ve been duped by a misleading job description.

Every company has different needs, so it’s important to start from scratch and craft your own unique job description for each position. Clearly list the traits and skills you want, and refrain from using complicated language, which can muddle your message.

LeafFilter, a national gutter protection company, has a great example of what to do when writing your job description. They break job descriptions into easy to digest bullet points, with important points clearly bolded to draw attention; the perfect format for shorter attention spans of digital users.

In addition to the basic job description, you should outline compensation and benefits, daily duties, and any other job requirements, like travel or professional development. Finally, don’t be afraid to put some personality into the description using more talkative, and even humorous, language to help set your company apart.

Search Engine Optimization (SEO) is also important to take into consideration when crafting the job title and description. You want the posting to pop up in candidates’ searches when they look for certain keywords, include those keywords in your copy multiple times.

Target Posts on Digital Platforms Your Ideal Candidate Likely Frequents

Businesses craft “buyer personas” to optimize the buying cycle. They should also craft “ideal candidate personas” so they find the perfect future employees. Consider essential traits in your ideal candidate, and how these might translate to the recruiting process.

Do you know which platforms your ideal candidate is likely to use? If you’re targeting younger job seekers, who may have fresh ideas and be more familiar with new media, you’ll want to target social platforms like SnapChat, Pinterest and even Facebook.

For older recruits, LinkedIn or more old-school digital strategies may be your best bet. It’s also important to think outside the box. If your ideal candidate should frequent online forums for professional development and networking once they’re on the job, interact on those forums to recruit people already in the habit of using these platforms.

Streamline Your Application Process

Personality tests have been used as a recruiting tactic for many years, but they’re not as effective as you might think. In 2014, a study found that a staggering “80% of Fortune 500 companies in the U.S. use psychometric testing (personality and aptitude tests) to profile job applicants. But only 27% of all hiring managers nationwide use such evaluations.” If you’re not going to use psychometric evaluations as a factor for hiring, respect the applicant’s time and eliminate this step from the process.

Similarly, job candidates are growing frustrated with barriers on company websites, like requirements to create an account on the site in order to apply, or allowing them to upload their resume, only to find an online form asking for similar information from the resume. From a recruitment standpoint, it’s easy to filter through applicants using the answers on the form. However, to hire top talent, you must respect the applicant’s time and use more streamlined digital strategies.

Use Multimedia in Your Job Description to Catch Attention

digital strategies

Any company can write copy to recruit job candidates. Truly outstanding companies use multimedia in the recruitment process. Using video is an effective way to stand out from the crowd and persuade job seekers that your company is the place to be. In your video, give a virtual tour of the office and interview current employees for positive feedback about the company. This fun, upbeat recruiting video from commerce platform Shopify is a great model of these tips. Just make sure you don’t set your video to autoplay, as this may seem intrusive to potential candidates.

If you don’t have the resources to create a video, consider making an infographic about your company and its achievements to place on your careers page. Using the design tool Canva, create an eye catching infographic in no time at all, even if you’ve never created one before.

Optimize Your Career Page for Mobile

Job seekers increasingly turn to their phones and tablets to search for their next job. This is great news, as this means your future employees are tech savvy and up-to-date on the latest trends. The bad news is many companies have fallen behind when regarding mobile optimization of their websites. If you fail to optimize your site for mobile, candidates using their preferred devices may get frustrated, or worse, think your company isn’t worth applying to.

If that’s not enough to persuade you, a new update from Google, which launched in May 2016, adjusted Google’s algorithm so that it now favors mobile-optimized sites. So, if you want your careers page to have a chance of showing up in job seekers’ search results in your industry, you should do all you can to make it mobile friendly.

These five digital strategies are proven ways to optimize your recruitment profiles, but retaining top talent is another big hurdle. Check out these three ideas to boost retention so when you make that perfect hire, you know they’ll be loyal to you and your company for years to come.

Do you have any other digital strategies to optimize your job posting profiles? Tell us in the comments!

Liz Phillips

Liz Phillips is a freelance writer with a focus on career enhancement and leadership. She welcomes your feedback via email.

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