Initial impressions from our new recruit

I just joined the team here at Havas People, previously working in digital marketing for numerous brands and public figures.  Coming to the world of employer marketing from a more mainstream background may seem like a big jump, but in reality there are numerous parallels and ways thinking like a marketer can help improve the employee experience, specifically in recruiting.
 
Here are my initial thoughts after just one week here with the team:
 
People first – Creating a positive, user-friendly experience during recruitment can go a long way. Job seekers can in some ways be looked at like customers. Treating a customer poorly or not responding leads to lost sales; the same can be said for job candidates.  Any poor impression during the recruiting process can lead to them losing interest in the position or company, not only while job seeking, but long term.  This can have huge repercussions if they tell friends, post on social media or post a review of their experience on websites like Glassdoor.
 
Everyone is a recruiter – Your employees are your best ambassadors and biggest advocates.  If an employee is happy at your organization, they’ll talk about it.  This creates a huge pool of potential talent waiting to be tapped into, simplifying recruiting processes. Building a strong brand and sense of community makes employees feel like they're a part of something special, increasing the chances they will recommend the organization to others.
 
Paid ads and targeting –  For retail, social media paid ads move the needle, as organic posts are becoming more obsolete. The same can be true for job postings.  Sponsored ads on websites like Linkedin, Indeed and even Facebook have many advantages over organic posts.  They allow you to target by entering certain demographics and criteria you’re searching for,  give your posting better positioning on the site, and allow for better tracking and reporting leading to an easier recruitment process. 

​Jo Schopper, Account Executive