Do you assign a buddy to new hires?
While working on a mentorship manual for a client this week, we realized that social media and website career pages don’t often mention the realities for new hires.
Imagine you are a new employee. You are smart, but you don’t know where the bathrooms are. You don’t know how to set up your timesheet. You have trouble logging into your health benefit portal. You need a buddy.
My point is that social and web content should speak to the very practical experience of new potential hires. Sure, they want to know about work/life balance and firm core values, but how are those things lived out IRL (in real life)?
Optimize Recruitment Branding
- FAQs are a great way to engage candidates in your culture with fun and practical answers. Plus FAQs can support your digital visibility to search engines and AI agents like Siri.
- Videos showing a day in the life of a new hire can also deliver comfort to a candidate who is fresh out of school or a candidate who is considering a major career transition.
- Key contacts (protected from spambots, of course) on your website can expedite application queries so that great candidates don’t get lost in an algorithm slush pile.
As you can see, a video by an intern or a recent hire is an easy way to validate your business as a great choice. Plus, you can use clips on your social channels such as Instagram or LinkedIn.
Is it time to join Tik Tok? Well, that’s part of a whole recruitment branding strategy. The strategy hinges on your candidate targets, recruitment goals and marketing capacity to deliver consistent, fun content. That content drives traffic to your website and application portals.
Need help with a better mousetrap for your recruitment branding? Let us know! We consult and build recruitment content marketing plans.
