Ideal candidate avatar for marketing talent acquisition

Marketing is about more than attracting new customers.

Hiring involves more than simply filling in a position or completing a task; it is about building an effective team to grow your business. It’s similar to building a sports squad to build a team in the workplace. Each player has a role and is motivated differently. They also need different coaching and support.

It is more similar to finding ideal prospects for your company than finding ideal candidates. The same marketing strategies you use to promote your business can be used to develop a plan for talent acquisition.

Ideal Candidate Image

A baseball coach does not choose a first-baseman solely based on position or skill requirements.

They need to be able to catch the ball. But they must also fit in with the team’s culture and want to win.

Take time to create an avatar of your ideal candidate before you write and post your job description on LinkedIn. You can create an appealing job description that attracts the perfect candidate.

Candidate Value Journey

Finding suitable candidates is difficult but even more complicated when you need a strategy.

You can use the customer value journey we built to determine where and how best to market our ideal customers to develop your talent acquisition strategy.

Most businesses are reactive in hiring, but those that build high-performance teams have a proactive strategy for talent acquisition.

It allows them to retain and attract high-performing candidates and create roles based on those ideal candidates rather than filling positions when they become vacant.

Do You Delegate Tasks or Grow a Team?

Virtual assistants are often recommended to new business owners who don’t enjoy or excel at specific tasks. This is not necessarily a bad idea, but it’s usually done without any thought to the future of their business. Ask yourself: Am I growing a team, or am I delegating?

When you plan to expand your team, finding the right person who can adapt the team to the company’s needs is less important.

Reverting to our baseball example, let’s continue. It is more beneficial to have a player willing to grow and learn over time rather than a player with no interest in developing or learning.

Spend time thinking about your ideal future organizational structure and what types of people you would like to hire and base the company on.

Find the right people and then you can either create a position for them or get them in the right place.

It’s not easy to build a team, but marketing to potential clients is the same. Instead of creating perfect roles, you should build brand awareness, engage and qualify candidates and select the best people to help grow your business.