Hr Recruitment Marketing

Recruitment marketing

Plan and run marketing campaigns that attract candidates at scale — job ad copy, content calendars, paid and organic channel strategy, and campaign measurement — distinct from one-to-one candidate outreach.

Supported tasks

• Planning recruitment marketing campaigns tied to specific hiring goals
• Writing job ad copy optimized for conversion, not just accuracy
• Building content calendars for careers pages and social channels
• Running paid job advertising campaigns and budget allocation
• Segmenting recruitment marketing messaging by candidate persona
• Creating employee-generated content and testimonial campaigns
• Measuring recruitment marketing funnel performance (impressions to applications to hires)
• A/B testing job ad copy, creative, and channel mix
• Coordinating recruitment marketing with employer branding and comms teams
• Building landing pages and campaign-specific application flows
• Localizing recruitment marketing campaigns for different markets
• Reporting recruitment marketing ROI to TA and marketing leadership

Key prompts

Campaign planning

1. "Plan a recruitment marketing campaign to fill [number] [role] positions over [timeframe], including channels and budget allocation."
2. "Build a content calendar for our careers social channels over the next quarter, mixing culture, role, and employee content."
3. "Design a candidate persona for [role type] and outline messaging that would resonate with them specifically."
4. "How should our recruitment marketing messaging differ for active job seekers versus passive candidates?"

Copy and creative

1. "Write job ad copy for [role] optimized for conversion — clear, compelling, free of jargon and unrealistic requirements."
2. "Write three variations of a headline for a [role] job ad to A/B test."
3. "Draft an employee testimonial-style post about working in [team/function] for social recruitment marketing."
4. "Rewrite this job ad to remove biased or exclusionary language while keeping it compelling."

Channel and budget

1. "Recommend a paid vs. organic channel mix for a recruitment marketing campaign targeting [persona] in [market]."
2. "How should we allocate a [budget] recruitment marketing budget across job boards, social, and programmatic advertising?"
3. "Design a landing page structure for a hiring campaign for [role/team] that maximizes application conversion."
4. "How do we decide when to boost or pause a job ad based on early performance data?"

Measurement

1. "Design a recruitment marketing funnel report tracking impressions, clicks, applications, and hires by channel."
2. "How do we attribute hires to specific recruitment marketing campaigns when candidates touch multiple channels?"
3. "Summarize campaign performance and ROI for [campaign] to present to TA and marketing leadership."
4. "What benchmark click-to-apply and apply-to-hire rates should we expect for [role type/channel], and how do ours compare?"

Tips

• Write job ads for the candidate reading them, not for internal sign-off — conversion-focused copy differs from a formal job description.
• Test messaging by persona; the same role can require different framing for early-career vs. senior candidates.
• Track the full funnel, not just applications — impressions-to-application and application-to-hire rates reveal different problems.
• Coordinate closely with employer branding so recruitment marketing campaigns reinforce, not contradict, the broader brand narrative.
• Budget for iteration — the first version of a campaign rarely performs best; build in time and budget to test and refine.