Information on: Recruitment and marketing: why these two key functions are similar, but different. The role of content: what it is and why it’s essential to proactive recruiting. Includes: Stats, infographics, and insights into 4 key characteristics of recruiting content that converts.

1. Recruitment Marketing:
A Content Checklist

2. Contents
Foreword
Recruitment and Marketing
The Role of Content
Just What IS Content, Exactly?
1. RELEVANCE: Does Your Content “Speak” to its Target Audience?
- Creating a Candidate Persona
2. VALUE: Does Your Content Communicate an EVP?
3. CULTURE: Does Your Content Showcase Company Culture?
4. VISUAL APPEAL: Is Your Content Eye-Catching?
About Clinch
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Recruitment Marketing: A Content Checklist

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That the best candidates for your company are already gainfully employed, is a fact.
That this renders them unreachable, or closed to what your company has to offer, is not.
In fact, 85% of fully-employed professionals around the world say they’re “approachable” about new jobs
— a statistic that substantiates the need for forward-thinking companies to embrace a more proactive
style of recruiting.
In today’s highly competitive climate, hiring success is reliant on a recruiter’s ability to find and engage the
ideal employee early on - before a position even becomes available.
This is where recruitment marketing comes in.
Top talent knows it has the upper hand. It knows it’s in demand. Top talent knows it can afford to sit back
and wait to be seduced.
Recruitment marketing is the vehicle for that seduction, and content, the catalyst.
This eBook examines the idea that recruitment IS marketing, and breaks down the core components of
content that is designed and delivered with a view to converting the best candidates into applicants.
Foreword
Recruitment Marketing: A Content Checklist

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Recruitment and Marketing
As people-centric processes that operate around the core elements of attraction, engagement, and
conversion, and have the potential to shape —even determine— the success of a business, modern
recruitment and marketing have plenty in common.
Much like a consumer requires information about a product or service ahead of the point of purchase,
candidates require information on a company as an employer.
In fact, in many ways, recruitment IS marketing.
And yet, it’s important to highlight the differences, too, as Antony Hall — Senior Talent Manager at Air
New Zealand — did at the recent #ATC2015 event in Auckland.
The flows of money and work(product) are in opposite directions for starters.
In terms of the difference between consumer product and career, rare is the purchase that can affect
your life as significantly as the right or wrong job. Rare, also, is the sale that can affect the performance
of a business as dramatically as the right or wrong hire.
With this in mind, you could argue that giving a candidate as much information as to what it’s like to
work in an organization in advance of them applying, is even more important than giving the buyer of a
product or service the information they need prior to making a purchase.
Whatever way you look at it, the need for recruiters to realize the potential for sales and marketing
techniques to make a positive impact on their talent acquisition efforts, is both very real and very
present.
Recruitment Marketing: A Content Checklist

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The effectiveness of content marketing as a
means of communicating key information to
potential customers has already been proven in
the context of traditional sales.
Not only does it give buyers information to help
them make the right decision, the lead
generation that happens as a result, helps sellers
understand which individuals they need to focus
their sales efforts on, too.
At Clinch, we think a similar approach can do an
even better job when it comes to hiring and
retaining the right people.
With more information available to them,
candidates make better decisions about the jobs
they apply for whilst employers get to
understand a lot more about a potential
candidate before they enter the traditional
pipeline.
The Role of Content
Recruitment Marketing: A Content Checklist

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Just What is Content, Exactly?
In the context of marketing, content refers to any and all media that is created, published,
and shared with a view to acquiring and retaining customers.
In a recruitment context, the same definition applies. All you have to do is swap out
“customers” for “candidates.”
This means job descriptions, career websites, social posts, employee videos, blogs, and more.
In the following pages, we’ll highlight the 4 major things to
consider when creating recruiting content.
Recruitment Marketing: A Content Checklist

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First, let’s define your target audience.
This is the specific group of people at whom your content is aimed with a hope of converting them into
applicants.
The most effective content doesn't speak to the most people; it speaks to the best, most relevant people for you
and your business.
In a recruitment marketing context, your target audience is your ideal employee.
Who are they? And it’s not enough to imagine that person on a conceptual level. In order to create content that
resonates, you’ll need to bring that ideal candidate to life.
How? By building a candidate persona.
What is a candidate persona?
Drawing on HubSpot’s definition of “buyer persona” and adapting it to suit recruitment, “candidate persona” is
best summed up as follows:
1. RELEVANCE
Does Your Content “Speak” to its Target Audience?
“A candidate persona is a semi-fictional representation of your
ideal candidate based on market research and real data about
your existing employees.
A detailed candidate persona will help you determine where to
focus your time and guide content development. As a result, you
will be able to attract the most valuable candidates to your jobs.”
Recruitment Marketing: A Content Checklist

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Once you have all of the information squared away, you should put a name and an image to
each candidate persona, based on the job to which you’ll be seeking to attract them e.g.
Frankie, the Frontend Developer.
You now have in front of you, albeit on paper, the ideal candidate.
With a clear picture of who you're talking to, creating targeted recruiting content that
resonates becomes considerably easier.
Creating a Candidate Persona
First, make sure you’re clear on the responsibilities and requirements of the job you’re advertising.
Then, drawing on the attributes of actual, existing employees who you know to be an asset to the
company, answer the following:
• Skill set: what skills should your ideal candidate have?
• Previous experience: in what kind of industries or roles would you prefer them to
have worked in the past?
• Ambition: what are their goals - both personal and professional?
• Attributes: what personality traits and characteristics should they have in order to
compliment or enhance the culture of your company?
• Hobbies: Who are they outside of work? What hobbies and passions might they
share with other members of your staff?
• Values: what values does your company look for and celebrate in its employees?
Does your set of candidates put an emphasis on social media freedom, salary, vacation time, or
something as small as dress code? Know what they’re looking for, and let them know you offer
that.
Next, consider any possible questions, concerns, or objections they may have with regard to taking
up a job at your company.
Recruitment Marketing: A Content Checklist

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Now that you know WHO you're talking to, you can start to think about WHAT you're telling
them.
Remember, the objective here is to position your company as an employer of choice with
those who are most likely, already gainfully employed elsewhere.
That means selling them on an opportunity that encompasses more than just a job.
Any recruitment marketing content you create and distribute must communicate your
company’s Employee Value Proposition i.e. the sum of the rewards and benefits on offer to
employees at your workplace.
Your EVP will factor in both financial and cultural aspects, and should be shaped and refined
based on input from everyone — from the summer intern right up to the C-suite. It may be
the case that your company has multiple EVPs, depending on who it is you’re targeting, their
level of seniority, and which department you’re hiring for.
2. VALUE
Does Your Content Communicate an EVP?
Recruitment Marketing: A Content Checklist

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While undoubtedly an aspect of your EVP, your
company's culture is influential enough in the
mission to recruit top talent that it exists as an
entity deserves its own section here.
Company culture encompasses everything from
the personality traits and lifestyles that existing
employees have in common, to the processes your
company puts in place to achieve and measure its
goals, to the values of your company.
Put yours front and centre in your company's
recruiting collateral if it's to resonate with those
who will be a good fit culturally, as well as in terms
of skills.
3. CULTURE
Does Your Content Showcase Company Culture?
Recruitment Marketing: A Content Checklist

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4. VISUAL APPEAL
Is Your Content
Eye-Cathching?
If you want your content to resonate with
candidates, and generate returning traffic to
your website, it's smart to double down on visual.
Including images, videos, and infographics in
your recruitment marketing content not only
makes it more attractive to candidates, it
significantly ups its "stickiness" factor, too —
ensuring your company stays front and centre in
the candidate's mind long after they've left the
careers page or Twitter feed.
With top talent firmly in the driving seat and well
aware that it wields the power, recruiting today
is a game of seduction. Secure the win by
delivering content that's easy on the eye.

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Contact us:
US:
Suite 1301,
307 W. 38th St.,
New York,
NY 10018
(646) 665-2056
sales@clinch.io
EMEA:
CHQ Building,
Custom House Quay,
Dublin 1,
Ireland
+353 (1) 687 7178
sales@clinch.io
Recruitment Marketing: A Content Checklist