Recruitment Marketing 101 for Business Owners

January 6, 2022

Recruitment Marketing 101 for Business Owners

Two men are shaking hands in a room.

Your company’s success is built on the efforts of your employees. When building a team, you want to recruit talent to ensure the best possible results. This is especially true for technical fields like manufacturing, constructing, and mining, where specialists are needed. Well-executed recruitment marketing can help you find fitting professionals. Read on to find out how you can get the cream of the crop when building your team.

 

Write a clear job description

 

Start your search by writing a clear job description. Specify a clear job title, consider the purpose of the role, and then write out the responsibilities that must be completed to fulfill that purpose. This could include hard skills like IT abilities and soft skills like communication. Make sure to also highlight what you will offer a successful candidate, including benefits like health care, a relocation package, or a 401K.

 

Create a compelling recruitment video

 

If you want to take your job posting to the next level, consider creating a recruitment video. This is an opportunity to give potential candidates an insider look at your company, the culture, and what they can expect. It’s also a chance to highlight perks. Make sure to emphasize what makes you different from your competitors.

 

Post your job ad across multiple channels

 

For maximum impact, use multiple channels to share your recruitment marketing materials. Start with job boards relevant to your industry. For example, if you’re in mining, look to sites like Jobs4Mining. You can also use social media to post job ads. Another option is to ask employees to recommend their personal connections. Try instituting an employee referral program, where workers get a bonus if the person they refer gets hired.

 

Use a hiring matrix for clarity

 

As you start going through resumes, you may be overwhelmed. Simplify matters by creating a hiring matrix. This document clearly lays out the points you are looking for and assigns the level of importance to each point. Your hiring matrix will offer transparency and organize your search. Use your original job posting to create the matrix, covering all the points mentioned.

 

Conduct well-organized interviews

 

Once you’ve selected a handful of top contenders based on their resumes, you can move on to the interviews. To simplify the process, prepare your questions in advance. This will ensure all candidates are subject to the same queries, streamlining and democratizing the selection. It will also reduce stress on your side. During the interview, remember to also assess soft skills like communication.

 

Provide a clear onboarding process

 

The work doesn’t stop once you’ve found your team. A constructive onboarding process will provide them with the training and support they need to thrive in their new role. Trinet offers a guide to successful onboarding, including planning a team lunch to facilitate introductions and allowing sufficient time for training. It’s also a good idea to check in after your new team member’s first week to see how they’re adjusting.

 

Keep workers engaged for the long haul

 

Finding and hiring stellar employees takes time, energy, and money. You don’t want to have to go through the process again in a few months. Retain your workers by developing an employee engagement program. For example, you can show appreciation with bonuses and provide continuing education opportunities, giving workers the chance to progress. ZenBusiness recommends offering perks that make workers’ lives easier, like transportation.

 

Hiring a strong team can help ensure your business runs smoothly day to day. The right marketing recruitment strategy will get you the talent you need. Follow the above tips to get started building your perfect team.

 

For more content like this, check out the Targeted HR blog. We are a professional recruitment agency specializing in the manufacturing, construction, and mining fields.


By Christian Hicks February 12, 2025
Employee turnover in the construction industry is staggering. According to the U.S. Bureau of Labor Statistics , the annual turnover rate in construction hovers around 57% —one of the highest across all industries. If a company were a bar, it would be giving away free drinks for the number of people walking out the door. So why do workers leave? Better pay elsewhere (sometimes, but not always) Unclear career paths ("Is there a promotion after foreman, or do I just get a better parking spot?") Lack of training and development Burnout and safety concerns Retention Strategies That Work Build Career Ladders, Not Just Ladders Most workers don’t want to stay in the same role forever. Companies that map out clear career progression—apprentice → journeyman → foreman → superintendent → project manager—see far less turnover. Invest in Training and Upskilling A 2023 Associated Builders and Contractors report found that for every $1 invested in training, companies saw a $3 return in productivity and retention. Give workers opportunities to grow, and they’ll stay loyal. Create a Culture of Safety and Well-being Unsafe workplaces lead to high turnover. According to the National Safety Council , the cost of work-related injuries in construction exceeds $11.5 billion per year . A strong safety culture doesn’t just save lives—it saves businesses.  Retaining employees takes more than hard hats and lunch breaks. Targeted HR Consulting can help you develop career pathing programs, training strategies, and retention plans that keep your best workers on site. Contact us today!
By Christian Hicks February 12, 2025
Construction is tough. It’s physically demanding, high-pressure, and often dangerous. But while hard hats and steel-toed boots protect workers from physical hazards, there’s little protection against mental health struggles. The numbers don’t lie: The construction industry has the highest suicide rate of any profession. The CDC reports that construction workers are four times more likely to die by suicide than the general population. Workplace stress is rampant. A 2023 study by the Construction Industry Alliance for Suicide Prevention (CIASP) found that 83% of construction workers experience stress that affects their work and well-being. Substance abuse is a crisis. According to the National Safety Council , 15% of construction workers struggle with substance use disorders, double the national average. So why is mental health still a taboo topic on most job sites? Breaking the Stigma There’s an old-school mentality in construction that says: “Tough it out. Suck it up. Get back to work.” But this culture is costing lives. Many workers fear that admitting mental health struggles will make them look weak or jeopardize their jobs. Steps Construction Companies Can Take Make Mental Health a Leadership Priority Mental health initiatives can’t just be an afterthought. When leadership openly discusses well-being, employees feel safer seeking help. Provide Anonymous Resources Many workers don’t want to talk about their struggles face-to-face. Offering confidential Employee Assistance Programs (EAPs) can provide critical support without fear of judgment. Train Managers to Spot Warning Signs Supervisors should be trained to recognize signs of distress—like withdrawal, mood swings, or increased absenteeism—and know how to offer support. Create Peer Support Networks Some of the most effective mental health programs come from within. Peer-to-peer mentoring, where workers support each other, has been shown to increase engagement and reduce stigma. Rethink Time-Off Policies Many construction workers avoid taking time off for mental health because they fear losing wages. Flexible leave policies and wellness days can make a difference. Real-World Success Stories Some companies are leading the charge in tackling mental health in construction: Turner Construction launched a company-wide initiative to make mental health part of safety meetings. Skanska implemented a 24/7 mental health helpline for employees and their families. Sundt Construction created a "buddy system" to ensure workers always have someone to talk to.  Mental health is just as important as physical safety. If you want to build a culture where workers thrive, Targeted HR Consulting can help you integrate mental health resources into your HR strategy. Contact us today to start making mental well-being a priority in your company.