Recruitment Marketing

Recruitment marketing is the use of marketing principles to attract, engage and hire skilled and suitable candidates for your vacancies. It focuses on establishing a strong presence of the Employer Brand with an effort to position the organisation as an employer of choice. Whether it’s done through content on careers sites, email marketing, events or other channels, a good recruitment marketing strategy allows talent acquisition teams to build relationships with potential candidates before they even submit their CV.

Recruitment marketing helps employers reach passive candidates, stand out in competitive job markets, and improve candidate quality. It’s especially valuable for filling hard-to-hire roles, boosting employer brand visibility, and reducing time-to-fill by nurturing interest before a job becomes available.

Key elements of an effective recruitment marketing strategy include:

• A compelling employer brand
• Optimised and mobile-friendly careers site, which reflects your Employer Brand and provides candidates with informative content.
• Job advertising and programmatic campaigns
• Social media recruitment content
• Email campaigns and candidate nurturing
• Recruitment analytics tracking via an ATS

Yes, a modern Applicant Tracking System (ATS) can support recruitment marketing by:

• Hosting a branded careers site
• Enabling targeted job advertising
• Automating email and SMS campaigns
• Tracking sourcing channel effectiveness
• Integrating with social media platforms
• Offering analytics to measure campaign performance

CRM and talent pooling features in an Applicant Tracking System allow recruitment teams to keep suitable candidates warm and engaged through personalised email marketing campaigns and SMS engagement.

Recruitment marketing supports talent acquisition by attracting and engaging talent earlier in the candidate journey, as well as presenting your organisation as the employer of choice. It helps build talent pipelines, increase awareness of your job opportunities, and convert interest into applications, leading to more efficient and effective hiring.

Employer branding is how your company is perceived as a place to work, including its long-term image and reputation.

Recruitment marketing, on the other hand, involves actively promoting the brand to candidates through campaigns, content, and advertising to generate interest and drive applications.

Common recruitment marketing channels include:

• Job boards and aggregators (such as Indeed, LinkedIn)
• Company careers website
• Social media platforms (LinkedIn, Instagram, Facebook)
• Email marketing and candidate newsletters
• Paid search and display advertising

• Expand Your Reach - Reach a more diverse audience for your job roles.                                       
• Simplify Recruitment Advertising - Streamline job posting across multiple platforms with minimal effort.
• Target Talent - Increase prospects of sourcing great talent & access more job boards and channels.                   
• Boost Employer Brand - Create and retain visibility of your job vacancies and employer brand with active and passive talent audiences.
• Cost-Effective Hiring - Reduce recruitment costs by tapping into cost-effective media options.
• Track & Monitor Results - Make data-driven advertising decisions with visibility of the best-performing channels.

Here is a datasheet with all you need to know.

Key metrics include:

• Source of hire and source of application
• Cost-per-click (CPC) and cost-per-application (CPA)
• Application conversion rate
• Time-to-hire and offer acceptance rate
• Candidate engagement and quality
• Careers site traffic and bounce rate

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An Applicant Tracking System (ATS) is a powerful recruitment tool designed for in-house recruitment and talent acquisition teams. It helps you streamline the entire hiring process - from attracting top talent and managing candidates efficiently, to collaborating with hiring managers, onboarding new hires, and tracking performance metrics.

By automating manual tasks and centralising your recruitment efforts, an ATS not only enhances candidate engagement but also saves your organisation time, money, and resources. It reduces risk, improves consistency, and ultimately helps you build stronger, more effective teams.

Organisations of any size, from small and medium-sized enterprises (SMEs) to large enterprise corporations can benefit from using an Applicant Tracking System (ATS), regardless of industry.

An ATS streamlines and automates recruitment processes, making it easier to attract, engage, hire, and onboard candidates efficiently. It also helps you manage relationships with candidates, hiring managers, and departments more effectively.

A best-of-breed ATS can support complex recruitment needs, including multiple brands within a business, varied recruitment workflows, and global hiring requirements, making it a scalable solution that grows with your organisation.

Not quite. While they’re both essential recruitment tools, an ATS and a CRM serve different purposes.

An Applicant Tracking System (ATS) is used by in-house recruitment and talent acquisition teams to manage the end-to-end hiring process. It helps you attract candidates, streamline workflows, collaborate with hiring managers, onboard new hires, and measure recruitment performance.

Candidate Relationship Management (CRM) tools focus on building and nurturing talent pipelines. It supports proactive recruitment by engaging candidates through job alerts, email, and SMS campaigns - enhancing your employer brand and keeping top talent interested.

Eploy combines the power of ATS, Recruitment CRM, onboarding, and analytics into a single web-based platform. Fully integrated with your careers site, it delivers a seamless and engaging experience for both candidates and hiring teams.