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  • Growth hacking and creative marketing ideas for human resources sector

    Discover the best growth hacking and creative marketing ideas for the human resources sector. If you want to know how to implement growth hacking methodology for human resources, you're in the right place. Marketing campaigns and experiments focused on increasing the number of quality applications and reducing employee turnover, the best-known campaigns from the most creative coaches in the world and the key implementation of growth methodology.

    Go to their deepest pain

    As humans, we have character; and this character has characteristics that personalize us. Within common standards, each target subtype has different pains that are closely related to its character: They can be a desire for power, a concern for economic independence, a question of recognition ... If we know these pains, we will know much better how to address and connect with them.

    Sergio Lopez Sergio Lopez

    Show your contacts

    Showing both parties what we can offer is like putting candy in your mouth. Showing a catalog of all the companies that our candidates can access and showing where the greatest talents come from that we can offer to companies that are interested in us is definitely an attraction strategy.

    Sergio Lopez Sergio Lopez

    Explain to users how you will lead them to their best opportunity

    Promises are promises, and the end result can be seen through a successful photograph. However, if we show the user the steps that we are going to follow to lead him to success as well as the methodology that characterizes us, he begins to be able to visualize with greater clarity what we are going to do for him, which increases his confidence in us.

    Sergio Lopez Sergio Lopez

    What is growth hacking methodology? Does growth hacking apply to human resources? Can human resources actually profit from it? And most importantly of all, how can it help you or your company?

    Growth hacking is a new methodology in the marketing field. It pursues company growth by quickly testing ideas that can benefit the customer. By doing this you can avoid investing a lot of resources in untested ideas that might be a waste of time and money. After the tests ideas that work are implemented in larger scales while those which don´t are discarded

    In order to achieve growth we must first know which metrics measure it. Those will be our key metrics. Examples for the human resources sector would be new companies acquired, number of departments served or monthly website traffic.

    Once we know which metrics are the most important ones, it is time to set goals. Goals should be SMART, and these are specific, measurable, achievable, relevant and timely. Like getting to mentor 5 new companies during the next 50 days, multiply your monthly website traffic by 3 in half a year or increase 10 percent your net promoter score in three months. Goals can be seen as a desired increment, of decrement, of your key metrics 

    When you know what goals to pursue, it is time to design or ideate growth drivers, hypothetical ways to achieve your goals, and we will be validating or rejecting them through small campaigns, called experiments.

    One of our experiments could be how to show the cultural face of your company. Talking about company culture can be said to have become a checkbox in recruitment, but the strange thing is that many organizations do not show it. We could use digital marketing as the ability to integrate multiple media to convey your message.  But what kind of media?

    You could embed company videos in the job list to make your company description more attractive to potential candidates. If your office strengthens your company’s culture, we could attach a photo of your work area.

    In fact, there are even services where you can personalize videos to help attract top talent! we have only to look after the one that adapts better to your company.

    What kind of workspace do we have in our company? After all, the type of workspace a company provides to employees will play an important role in the evaluation process of potential employers. How can we improve this environment? By what measures would our employees feel more comfortable?

    For the human resources department, we need platforms that connect professionals, companies and job seekers. The implementation of such networks can bring multiple advantages such as making it easier to read CVs.

    Platforms can also help HR companies sort the wheat from the chaff, and find ideal candidates for all clients and network partners.

    Content is actually a powerful promoter of the human resource process. While marketers use content to attract and convert website visitors, some visionary human resources departments are directly applying it to human resource settings, using content to attract new employees and ensure the enthusiasm and happiness of existing employees.

    Content is used to reduce high employee turnover and retain top talent, but how can you develop a HR marketing strategy, and more importantly, what benefits will it actually bring?

    What is content? It´s an article. It´s a webinar. It´s an e-book. It´s an infographic. It´s a video. image. We all know this. However, none of us know that there is actually a lot of content.

    By understanding what the content is, what the impact is, and understanding some best practices, HR managers can develop strategic plans to communicate not only with their current employees, but also with potential future employees.

    These are the experiments we have to answer to find the right marketing strategy, answering them from small tests that allow us to have a global vision of the most important thing: What can make us GROW.

    The final step is to record learnings in order to know what worked in the past and what to avoid repeating. You should have a regular feedback cycle and track your learnings consistently.

    Want to know more about how to apply growth hacking to your Human resources business? Sign up for Hypertry and ask for a one to one session! 

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