Call Sales +44 808 164 2563
Accelerate hiring key talent to deliver care and exceed patient satisfaction.
Attract skilled candidates, speed up hiring and grow expertise in your workforce.
Simplify recruiting finance and banking talent with a platform for hard-to-fill roles.
Build a talent pipeline that engages and drives your business forward.
See how diverse and global enterprises use iCIMS to employ millions, drive innovation and connect communities worldwide.
Uncover unique market insights, explore best practices and gain access to talent experts across our library of content.
View press releases, media coverage, the latest hiring data and see what analysts are saying about iCIMS.
Streamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and iCIMS.
The combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Our award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Our partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
June 12, 2025 
7 min read
In today’s talent market, it’s not uncommon for job seekers to look through hundreds of job descriptions. Likewise, talent teams comb through thousands of applicants. Oftentimes, neither candidate nor company has a clear idea of what, or who, they should pursue.
It doesn’t have to be this way. Companies that establish their employer brand, and market it effectively, stand out. Add in a strong employer brand and a tech-forward, data-driven recruiting team, and you’ve got a winning combination.
Read on for eight recruitment marketing ideas that will strengthen your recruiting strategy.
A well-defined EVP is the foundation of any recruitment marketing strategy, as it guides the process and defines not only the company’s value to employees, but also the ideal employee you want to attract.
In today’s crowded recruitment market, teams may find it difficult to stand out. A unique employer value proposition that clearly defines how the company gives back to employees can highlight the organization’s best qualities and attract the right talent through recruitment marketing.
Your EVP should address these key elements of the workplace:
Highlighting what makes your company stand out in these areas, in addition to the foundational ideas that drive your work, gives candidates a sense of the company’s overriding purpose and how they might grow in it.
An optimized career page can effectively showcase company culture, job opportunities and meaningful content — all on an evergreen website page that attracts active and passive candidates.
Because it lives on your website instead of social or job platforms, a well-designed career page takes fewer content updates and saves resources. It becomes the landing page for many parts of your recruitment marketing plan as the page where you direct potential candidates to learn more about your company culture.
Successfully optimized career sites that support your engaging and informative career page reinforce the strength of the workplace culture by making an impactful first impression through strong visuals and a clear message.
Use your EVP to inform the career page content to create a consistent tone and message that aligns with the job descriptions.
Today’s candidates have come a long way from showing up in person to fill out an application. Some of the most successful recruiting strategies take advantage of mobile-friendly applications to reach modern talent, including:
These features help companies reach a mobile-first population that may not have a home computer and do the majority of their job searches on their phone. Additionally, these mobile recruiting tools reduce the time to apply for all candidates, successfully smoothing over friction points in the application process where you might normally lose candidates.
When you perform targeted outreach, you divide your ideal candidates into types based on shared traits like department, skill type, skill level, and location.
This allows you to market to where those candidates spend their time. Candidates respond particularly well to this type of recruitment marketing, as they can identify with the job description and feel like your company seeks them out.
In addition, targeted outreach streamlines your recruitment efforts while it can attract diverse and qualified applicants that want to perform the job and meet your diverse hiring needs. Targeted outreach gives the recruiting team greater control over who sees their message, requiring less time and money to reach the qualified pool than more general approaches.
Recruiters that sustain their marketing for the long-term build a flywheel of candidates through candidate relationship management that keeps them engaged and aware of the business — even when they’re already employed.
Recruiters that keep their passive candidates engaged can fill open roles more quickly and successfully. But how do you build that elusive engaged top-talent pool?
These actions keep your company top-of-mind and extend that good recruiting relationship well past the original job search, reducing overall time to fill and improving the candidate experience.
Your company’s best advocates are its engaged employees, and engaged employees talk to their friends and loved ones about your company.
What if you engaged those same employees in word of mouth marketing to attract other high-fit candidates? Employee referral programs can do that, and the programs come at lowered cost and effort for the recruiting team.
Instead of paying several thousand dollars a month to job boards and specialized firms, the referral program can recognize top referrers. Some companies also pay out a one-time bonus for referred candidates that successfully onboard with the company.
These incentives motivate staff to mobilize their professional networks to apply by advocating for the company.
How do you know if your recruiting strategies work? Tracking key talent acquisition KPIs (key performance metrics) helps you distinguish between campaigns that result in top candidates and those that attract candidates whose skills don’t quite fit.
In addition, aligning recruiting metrics with organizational goals will help your team justify funding, new projects, and expanded marketing strategies — because you can show they work.
Key recruiting metrics, like time to hire, cost per hire and quality of hire, show the wider organization how efficient and effective your recruitment marketing strategies are.
They provide meaningful context to more simplified metrics like number of applicants, total response rates and hiring percentages that are not as clear-cut.
This will help you assess return on investment (ROI) and which recruiting strategies prove successful.
In today’s job market, some candidates may not be in a position to take time off work to attend a job fair or fly into town for an interview. Virtual recruiting alleviates some of these pressures, as candidates can engage with you and the organization through virtual job fairs, video interviews, and online events that reach beyond geographic constraints.
Virtual recruiting strategies also target a diverse set of candidates that require or prefer remote positions, cannot travel or cannot engage with large groups for health reasons.
These flexible, tech-forward recruiting methods position the company as an innovative employer with empathy and a focus on attracting diverse candidates with diverse needs.
Through these eight strategies, your recruitment team clarifies the company value, identifies their target candidates, performs outreach and engages candidates throughout the recruitment lifecycle. When performed in concert, these recruitment strategies help your company stand out in a competitive job market and attract and engage high-quality talent.
Start today with a small, actionable step: optimize your career page, discuss how you can improve your employee referral program or check on the status of your EVP. Then, share what you’ve learned with your peers and leaders to get them thinking about ways you can improve the company’s recruitment marketing process.
Ready to elevate your recruitment marketing? Start implementing these strategies today to attract top talent and drive long-term hiring success.
Alex is well-versed in content and digital marketing. He blends a passion for sharp, persuasive copy with creating intuitive user experiences on the web. A natural storyteller, Alex highlights customer successes and amplifies their best practices.
Alex earned his bachelor’s degree at Fairleigh Dickinson University before pursuing his master’s at Montclair State University. When not at work, Alex enjoys hiking, studying history and homebrewing beer.
