A guest post from Gloria Martinez of WomenLed.org (gloriamartinez@womenled.org)

Recruitment marketing is a practice that has gained traction recently as business owners look for ways to bring on fresh, skilled employees who are ready to learn. In the tech world, finding the perfect team members can take a lot of valuable time and money, but you can ease that process by finding the right outlets to reach individuals who are the best fit for your needs. Start by building a plan for recruitment and thinking about which resources you’ll need to use; for instance, social media platforms and freelance job sites are two great places to start when you need to hire skilled professionals. 

Here are a few considerations to make when you’re ready to get started with recruitment marketing:

Find talented freelancers through an agency

If your business requires flexible workers who can work remotely but still be part of a team, freelancers are the way to go. Seeking the help of a recruiting agency may seem like a major undertaking, but compared to a staffing agency, this solution is actually less expensive and can provide a quick turnaround. In fact, a recruiter can get you a shortlist of qualified candidates from around the world who are experienced in everything from tech to graphic design in just a couple of days.

Use social media to bring in applicants

Prefer to use a more hands-on method of recruitment? You can put social media to work for you by creating an ad through a Facebook ads maker, which provides a template that you can edit to include your branding information, including your choice of colors, fonts, and a professional-looking logo. Once you have an eye-catching ad, you can immediately download it and put it out into the world, creating your own marketing strategy to garner interest in the jobs you have available. Social media is a great platform to use for recruitment since it allows you to interact directly with potential hires as well as share pertinent information about your company.

Utilize personality tests for the right fit

Even after you’ve narrowed down a list of candidates, it’s a good idea to pursue a few different avenues to ensure that they’re a good fit for your business and projects. Outside of the interview process, you can also follow up with their references to learn more about their background. Once you deem a candidate a good fit, you might provide a personality test such as the Myers-Briggs, Big 5, or Enneagram. These tests will help you suss out which potential employees do better under pressure, which ones work well with others, and which ones might become problematic when in a team environment, which is often an essential aspect of any business.

Make your website recruitment-friendly

While your business website is mostly aimed at your customers or clients, it can also contain a spot just for potential employees. Showcasing what your business is about, listing the employee perks, and providing an area to contact you or submit an online application is the perfect way to bring in talent since the first thing many individuals do before applying for a job is research the company. The more helpful information you can provide, the easier it will be to bring in the kind of talent you’re looking for, so be detailed in your job descriptions and clear about your expectations. 

Finding the right fit where employees are concerned can take a little time, but by using resources such as social media marketing and a recruitment agency to find freelancers, you can speed up the process while ensuring that the most highly-qualified individuals find your business.

Also published on Medium.

By John Mecke

John is a 25 year veteran of the enterprise technology market. He has led six global product management organizations for three public companies and three private equity-backed firms. He played a key role in delivering a $115 million dividend for his private equity backers – a 2.8x return in less than three years. He has led five acquisitions for a total consideration of over $175 million. He has led eight divestitures for a total consideration of $24.5 million in cash. John regularly blogs about product management and mergers/acquisitions.