5 Easy Ways to Get Started with Recruitment Marketing

A person’s resume only tells you so much – it doesn’t paint the full picture of who the person really is, of their achievements, their strengths, and their weaknesses.

In the same way, there’s no one aspect of your business that gives prospective employees a good idea of who you are, what you stand for, and what you have to offer. 

That’s where recruitment marketing comes in. Recruitment marketing can be defined as the use of marketing strategies to communicate the value of working for an employer in order to attract and retain high-quality employees. After all, businesses devote a lot of resources to marketing their products and services – why not apply similar methods to marketing their employer brands?

Recruitment marketing can help you weave all the pieces that make your company unique into a comprehensive strategy that gets your business seen by the right talent, in the right places, at the right time.

In this article, we’ll explore five simple ways to start using recruitment marketing tactics to ensure you’re proactively reaching and attracting the right talent. 

1. Audit your employer brand.

When a candidate begins their job search, they typically start out on search engines and job boards to find opportunities that align with their interests and career goals. But, as they get closer to applying, many will turn to search engines to look for more information about your organization in general to answer questions like:

  • What does your company culture look like?
  • What are current and previous employees saying about you?
  • What causes does your organization supports?

This is where your employer branding plays a giant role in your recruitment marketing. You want to put your best foot forward online and make a great impression on the best candidates so they’ll want to work with you and for you. 

Do a search for your organization and audit what prospective candidates might see. What sites show up? What do your reviews say? Pay close attention to any review sites you weren’t aware of or any areas you need to improve to make a great impression with candidates. 

You may even consider keeping a tracking spreadsheet of relevant links about your business that you can monitor regularly to ensure your employer branding is up to par all the time.

2. Tell your brand story on social media.

Social media is another big place that prospective candidates might look for you – or find you organically – and can be the perfect place to build a connection with new candidates through your brand story.

Social media gives you an easy way to share what’s at the heart of your organization with a wide audience that includes your customers, your existing employees, and potential employees.

Make sure you’re sharing causes you care about, highlighting your company culture, and spotlighting your current employees to give an outside audience a peek behind the curtain so they get the best sense of what makes your organization unique. 

3. Spotlight your company’s core values.

When nearly 90% of millennials say they’d take a pay cut to work with a company whose mission and values align with their own, it’s crucial that your organization not only has clear core values but also shares them regularly. 

And it’s important for your recruitment marketing that you spotlight the way your organization lives up to those core values – whether it’s by highlighting employer-sponsored days off, organizations your company supports, or ways your business gives back. 

You can (and should) include this information on the career page of your website, on your social media pages, and in your job listings.

Job seekers want to see this information readily available so they can determine whether or not their values align with yours. 

4. Don’t dismiss career page SEO.

You know that you need a careers page on your company website – but are you paying attention to the way you’re optimizing that page for search engines? 

Most job seekers start their job search on Google (in fact, 83% of millennials begin their employment search in this way) so if your careers page isn’t optimized to show up for local job searches in your field, you’re missing out on top candidates. 

Search engine optimization, or SEO, is your best bet for ranking on search engines when top talent is looking for you – or for organizations like yours. 

Make sure to optimize your careers page not only for your industry and the types of open positions you have but also for local SEO. You can do this by including information about your area, where your employees work (even if it’s remote!), and what’s close by. This can help you rank on Google for searches related to your industry and organization. 

5. Focus on employee referrals.

Your current employees are your best advocates for your business. You already know them and love them – so encouraging them to send you new candidates they feel would be a fit is a win-win and a simple recruitment marketing strategy

Consider creating an employee referral program to streamline (and incentivize!) the process. Current employees will become your own recruitment marketers – spreading the word about your organization, what’s great about it, and what open positions are available for their connections.

Employee referrals tend to be an underutilized source for high-quality candidates. A 2021 CareerPlug study found that, on average, an applicant who applied from a referral was 13 times more likely to be hired than an applicant who applied from a job board.

This word-of-mouth marketing builds strong social proof for your company and helps you get top candidates while rewarding your current employees.

Refresh your recruitment marketing

Recruitment marketing helps your organization get in front of prospective candidates without active outreach and can help you create a funnel of top talent from multiple sources – both online and off. Use these tips to refresh your recruitment marketing this year and breathe new life into the areas that matter most to potential employees. 

About the author

Stephanie Heitman is the senior managing editor of the LOCALiQ blog where you can find her writing about all things digital marketing. When she’s not researching the latest and greatest marketing news and updates, she’s probably watching reality TV with her husband or playing with her two pups. Say hi to her on LinkedIn or Twitter.

Recent Posts

Steve Fowler

Manager of Partner Growth

Christina Waite

Platform Engineering Manager

Taylor Coleman

Tier 2 Manager

Al Foote

Consultant Manager

Sydney Kidd

Tier 1 Manager

Nicolle Gatlin

Manager of Partner Success

Aiden Kinney

Consultant Manager

Joe Lepis

Engineering Manager

Polly Schandorf

Engineering Manager


Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.


Brandy Lee

Business Intelligence Manager

Eric Morales

Manager of Account Executives

Kirsten Penaloza

Director of Client Experience

Zach Garcia

Senior Manager of Operations

Tulay Solak

HR Manager

Tyler Berndsen

Manager of Partnership Account Executives

Ashley Johnson

Senior Manager of Partner Services

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Kate Sensmeier

VP Marketing

Ashley Garia

Director of Product Marketing

Canaan Davis

Director of Engineering

Teresa Hall

Director of UX & Product Design

Brad Pilot

Senior Director of Sales

Leslie Chamberlain

Senior Director of Client Experience

Natalie Morgan

Senior Director of People

Andrew Robinson III

Vice President of Product and Engineering

Chris Igou

VP of Business Development

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.