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Recruitment Ad Budget
There’s no time like budget time to optimize your recruitment spend.
15 Aug, 2018. 0 Comments. Employment Brand, Social Media, Sourcing, Uncategorized. Posted By: Stacey Shaw

Asking for money is never fun. That’s probably why so many just resubmit last year’s budget number and hope for the best. Especially if what you’re doing seems to be working out ok. Why rock the boat? Plus, you have a hundred other things on their to do list. Why not just knock this one out?

But, how do you know if what’s working ok could be working a whole lot better? What if you only think it’s working ok and your metrics aren’t telling the full story? What if you know that it’s working terribly, but you know that there isn’t a pile of cash sitting around to fix it with?

For over 30 years S2E Solutions has helped clients across multiple industries optimize their recruiting budget for maximum impact down to the last dollar.

 

Here are the 5 most common areas we help clients find untapped potential in their budgets:

Media

Buying media is an art as much as it is a science. First things first, we’re totally agnostic when it comes to platforms. Our recommendation is always based on your goals. Different platforms have their strengths, weaknesses and their own particular set of best practices and quirks. We identify the right mix for your specific needs then zero in on the most effective tactics with custom creative for each execution.

Each media company proposal comes bundled with products which may or may not be useful for you. We help you sort through that and negotiate the package that you actually need. After the buy has been placed we obsessively track ROI and optimize as needed to make sure you’re getting the most from every post.

By optimizing your placement strategy you can drastically increase your candidate flow without drastically increasing your budget. Through smarter targeting, messaging and by leveraging the right mix of partner products you can also improve candidate quality dramatically.

Media Budgeting Checklist:

  • What is our current media ROI?
  • Is our placement strategy optimized?
  • What’s our investment by tactic?

 

Social Media

 If you aren’t setting aside dollars for social media you’re setting aside a slew of potential candidates. Upwards of 69% of US adults are on at least one social network. If you want to attract millennials and Gen Y social is a must, but these days no generation is ever far from their social feeds.

If you want to get the most out the unmatched targeting effectiveness of social, you have to pay to play. It’s worth every well thought out dime if you play the right way. Instead of spending money hoping the right audience sees your message you can guarantee that message hits exactly the type of people you’re looking for.

Furthermore, the ability to rapidly adapt messaging based on real-time AB testing means together we can hone in on the most effective messaging. Fine tune everything from job title to value propositions. Does time off or bonuses attract more applications? We’ll test it and find out.

Social Media Budgeting Checklist:

  • Do we have dollars allocated for paid social?
  • Do we AB test content for effectiveness?
  • Are our social accounts a positive reflection of our culture?

 

Career Website

Your career website is a candidate’s first impression of your organization. What kind of impression are you making? Is it easy to navigate and mobile friendly? If not, what does that say about your organization’s embrace of technology? Especially to a millennial candidate who makes first impressions with the swipe of a thumb.

Are you capturing the right metrics? Understanding your visitor’s habits is critical to making sure your site is working as hard for you as it should. I mean, after all, you’ve got a cutting-edge media strategy now, it would be a shame if it drove them to an outdated user experience.

Does your current site convey a clear understanding of your available roles and company culture? Is it easily searchable? Do your job posts live on the site or are users forced to click through to an unwieldy ATS? Your hiring objectives may not even demand a career website. Maybe that money could be better spent on placement ads and social engagement.

Career Website Budgeting Checklist:

  • When was our last site update?
  • What are we paying for development and hosting?
  • Is our user experience working for or against us?

 

Metrics

Speaking of user data, what other metrics are you capturing? How are you using them? Are they right ones? Maybe you have the right data, but you’re missing the bigger picture. We specialize in helping clients calibrate their metrics to pinpoint what matters most, results.

The problem with all the amazing data tools out there is that there almost too much data to measure. We help you break through the signal noise and identify the key measurements to track. Understanding what to measure and what it all means is critical to maximizing your spend post-by-post, day-to-day and moment-to-moment.

Finding out what’s paying off and what’s eating budget is kind of a big deal. Having an objective partner with the right tools and experience to find the opportunities in your data and make your budget a model of efficiency.

Metrics Budgeting Checklist:

  • What are we measuring?
  • Are we measuring the right things?
  • Are we optimizing performance based on evidence of success?

 

Employment Brand

You’re saying I’ve got it. We’re on the right platforms, our website is on point and our metrics are sound, so why aren’t we getting applications we should be? If this is the case in all likelihood it’s not what you’re doing, it’s what you’re saying.

Your employment brand has to accurately communicate who you are, what you stand for and what kind of person would have the most success in your organization. It’s about eliminating ill-fitting as much as it’s about finding Mr. or Ms. right for the job.

Budget time is the optimal time to allocate resources to truly define your employment brand and leverage it to its full potential.

Employment Brand Budgeting Checklist:

  • Does our employment brand reflect our employment reality?
  • Are we reinforcing our brand at every point of contact?
  • Have committed resources to employment brand development?

 

Ok, we lied. There’s actually a 6th area to consider when it comes time to optimize your recruiting budget, bandwidth. Whose got time for that? That’s where S2E Solutions comes in. We can affordably and efficiently augment your team’s capabilities with just one phone call or email. No retainers or contracts. Just results. Reach out today and find out how we can help you with your budgeting process and in the process make your company a magnet for talent.

Happy Budgeting!

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About the Author

Stacey Shaw

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