Top Five Employer Engagement Strategies – 2019 Update
November 5, 2009
Employer engagement is often shrouded in mystery and presented as a black art that college staff will never master.
Nothing could be further from the truth. Employer Engagement is not as difficult as many people think. Virtually anyone can pick up the skills needed if they follow some very simple strategies.
Employer Engagement is effectively a form of marketing and quite easy to follow. Firstly however you need to forget 95% of what is written in textbooks. Textbooks are usually written by people that may have a good academic grasp of employer engagement or marketing, but rarely by people that have to do it for a living. Textbooks are good if you want to pass exams but it’s a bit like learning to drive. You take lessons to enable you to pass your driving test; and in the UK you are not allowed on motorways until you pass your test. Only when you then pass your test do gain experience of motorways and all the other things encountered in the real world.
What you need to market your college to employers are strategies that work in the real world.
Most people’s immediate response to employer engagement is to think advertising. I’m not saying that advertising never works ……. but it is true to say that most advertising doesn’t work … and it is expensive
So what Employer Engagement strategies work?
There are literally hundreds of strategies that work. Over 100 strategies are free to implement and hundreds more only cost a few pence.
The Top Five Employer Engagement Marketing Strategies
1. Ensure employers know about you …….. Obtain Free PR
There are quite a number of PR opportunities you can use and most of them are also effectively free. Think about writing to newspapers, magazines and trade press. Letters to the Editor can enhance your credibility, raise the profile of your college/organisation and lead to numerous opportunities …. and sales.
You might also consider product launches, official openings, open days, events and exhibitions. Most of these are low cost but beware exhibitions.
Exhibitions can be very effective but few businesses get the best from them and many end up with few customers and a huge bill.
2. Obtaining your Prospects and Customers Contact Details
Do you know the names of your existing customers and how to contact them?
How many times do employers visit shops, exhibitions, websites and colleges and leave without a trace?
These are employers that were interested enough to visit (and perhaps buy from the college/training provider restaurant or hair salon) and could buy in the future if you use the correct marketing strategy.
These are valuable people. You need to harvest their contact details. Think of it like this; they have made the effort to buy, enquire or visit so are interested in what you have to offer.
What do you think will happen if you send them some helpful advice, a discount voucher, a free offer or something similar? There is a good chance they will buy from you in the future. This is often the first step in an employer engagement strategy … and not difficult to do.
The secret of success here is to devise a strategy to obtain their contact details.
One of my college clients has a laptop on the counter in their commercial centre and offers a discount voucher if customers type their email address into the laptop.
My local restaurant puts a comments slip in with the bill and offers people the chance to go into a monthly draw for a free meal for two. As well as gaining valuable feedback he also collects contact details of those completing the slip.
What about all the employers that visit your website?
You need to implement a means of keeping in contact with customers and prospects.
3. Testing and Measuring Marketing Response Rates
Testing and Measuring response rates is a fundamental marketing skill you need to apply to employer engagement and isn’t difficult.
As indicated earlier I have severe reservations about advertising. New clients tell me they spend thousands pounds on adverts with Yellow Page and Yell.com and don’t get good response rates.
Other people tell me that their newspaper adverts don’t bring many responses.
These are people are really fortunate …… because they know what response they are getting…. even if it is zero! They can either stop advertising or improve their adverts.
Many people don’t know what results their advertising is bringing. If you don’t know how effective your advertising is you need to either stop immediately or check your results.
Testing and Measuring doesn’t only apply to advertising. You need to test and measure every employer engagement strategy you use. Look at your website, adverts, flyers, brochures etc. Test different headlines, photographs, colours, calls to action ….test everything to see what works best. If it doesn’t work stop it!
4. Multi-Channel Marketing
Multi-channel marketing is a really important concept and can be summed up by the phrase “Don’t put all your eggs in one basket”.
Think about it this way. If you put all your time and money into advertising, or any other marketing channel, and it doesn’t work you have a real problem. Of course you need to test and measure but if you are going to engage with lots of employers you also need to market in more than one way.
As a minimum you need to market via at least 6-8 different channels. It could be your website, flyers, telesales, media releases, PR, referrals, networking etc. What you choose will depend on the type of employer you are trying to engage and what works for you ….. and you need to plan your channels in a detailed employer engagement plan. I don’t mean 100+ pages … a good employer engagement plan can be just a few sides of A4.
Currently I’m using over 60 ways to engage employers that are either free or low cost and I encourage my all my college clients to do the same.
New clients often ask me what marketing channel they can use to engage 30 new customers a month. My answer is that I don’t know of any that can guarantee to do so…. But I can recommend ten channels that will each bring in 3 customers.
5. Make full use of E-marketing
Most providers have little idea of how to use e-marketing and this gives you a real advantage. It means that whatever the your organisation is you can out compete competitors of all sizes.
For example I have already said that, in my experience and that of many of my clients, most advertising doesn’t work. However there is a form of advertising that does work extremely well and it is called Pay Per Click (PPC). An example of a PPC system is Google Adwords and it is extremely low cost if used correctly. I have heard some people say they have spent a fortune using PPC, and had poor results, but let me give you an example of a campaign I put together for a college client recently. They had tried advertising a Tennis Academy in a highly targeted magazine and, having spent £1600, had received one enquiry. We put together a Google Adword campaign and received 16 responses in the first week. Now 16 may not seem a huge number but their target recruitment is just 15 people per year. Multiple 16 by 52 weeks a year and you can see it is a good result. The cost to get 16 responses was just £1.23 …. I.e. less than 8 pence per response…. Against their cost of £1600 per enquiry. For £1600 we could get 20,000 enquiries via PPC. This campaign was for students but the principle can also be applied to engage employers.
What this also demonstrates is how small organisations or departments can out compete larger department and large private providers. The fact is most large colleges and providers haven’t worked out how effective PPC is and don’t exploit the opportunities. They end up paying a lot of money and get few customers from the exercise.
A PPC campaign can be set up in about 10 minutes and can be online immediately. Results can start rolling in within minutes and you can stop the campaign at a moments notice if you wish. No other form of advertising is capable of this and PPC is something you need to investigate.
PPC is not the only E-marketing method you can use to out compete large competitors. There are automated systems that will gather email addresses and send out reports, newsletters, audio or video clips. They can be used on websites to great effect and you are probably reading this report because you subscribed to one of these systems on my website.
You can also ensure your business appears on Google Maps; Google make no charge for this. Or you could improve the ability of your website to be found by the search engines or use blogging as a means to get more people to visit your website.
Once people are on your site you can sell them courses and services via a shopping cart – Amazon makes £millions doing this and you can use the same techniques – you can even use Internet Upselling to increase your sales and profit from existing customers.
The above are just a few of the e-marketing techniques I am recommending my training clients on both sides of the Atlantic use. There are literally dozens of similar strategies you can use and most of them are free or very low cost.
Some of the simplest strategies take a few minutes to implement; cost absolutely nothing but can increase sales by 200-300%.
These are strategies you just cannot afford to ignore.
My bonus free marketing newsletters will give details of hundreds of proven marketing techniques that you can apply to grow employer engagement in your organisation. Watch out for them in your email inbox. Like hundreds of my strategies my newsletters are free so you nothing to lose ….. and plenty to gain.
Getting employers interested in your organisation is the first step in engaging them. To keep their interest you have to offer them something of value each time you contact them. Often they are not interested in the courses you offer – this may surprise you – they are interested in solving operational problems and making profit. That means they want a quick response from you when they seek a solution to a training need. Private providers are often good at this.
Employers don’t want to hear about staff having a full teaching load and not being available until next term! They want good quality solutions to problems delivered as soon as possible. Often they are not interested in accredited courses and will be happy provided training matches their outcome expectations.
Don’t forget employers aren’t only interested in training. Can you supply them with research, help them recruit staff, provide them with legislation updates …….. or anything else to help make their life easy?
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