How to Build a Recruitment Marketing Funnel

Last updated on July 9, 2024

Engaged in recruitment marketing efforts, but have you tapped into the potential of a recruitment marketing funnel?

By understanding and applying the recruitment marketing funnel, you can take your recruitment game to the next level. 

Let’s dive in!

What is a recruitment marketing funnel?

A recruitment marketing funnel is like your roadmap for bringing in quality candidates, making sure they’re a great fit, and getting them on board. It’s like the traditional marketing funnel but geared towards recruiting.

Each step in this funnel has its own goals and outcomes. This setup gives you a clear picture of how your hiring process is going and where you can make things even better.

Key stages of the recruitment marketing funnel

Although recruitment funnels can vary between organizations, let’s explore the fundamental stages that are typically present:

1. Awareness

At the start of the funnel, the goal is to get noticed and draw in candidates. After all, potential applicants might not have heard of your company yet. Boosting your employer brand’s visibility not only spreads the word but also gets people interested. Did you know? About 75% of job seekers care about an employer’s brand when they’re job hunting!

How you can raise awareness:

  • Do a quick audit to see how people perceive your workplace before diving into anything major.
  • Figure out where your ideal candidates are and show up there.
  • Spread the word by firing up those social media campaigns, throw some employer branding events, and get networking to let everyone know you’re here!

2. Interest

Now that candidates have heard about your company, it’s time to grab their attention. At this stage, they know who you are, but they haven’t applied yet. The goal is to make them start thinking about specific job roles they might like.

How you can boost interest:

  • Optimize your presence in the digital world and make sure it provides a compelling experience.
  • Make sure your website and career page are mobile-friendly.
  • Write blogs, create social posts, and make videos for your website and every possible channel about your available roles.
  • Post employee testimonials.
  • Get creative and showcase your company culture.

3. Consideration

At the consideration stage, candidates are interested, they’re checking you out to see if your company is the right fit for them. They’re digging into your website, career page, social media, and employee reviews. Thus, your goal here is to provide all the info they need to be informed and excited enough to apply.

How to win them over:

  • Write detailed but clear job descriptions.
  • Host informational sessions or webinars where candidates can interact with current employees and ask questions.
  • Share behind-the-scenes content or employee testimonials on social media to give candidates a feel for your company culture.

4. Application

At the bottom of the funnel, candidates who have decided to apply for a position with your company move into the application stage. This is a crucial moment where first impressions matter the most. The key is to keep the application process short, simple, and clear. According to, only 10.6% of candidates complete the application, with a time-consuming process being the main reason they drop out.

How to ensure great conversion:

  • Ensure the application process is short and easy, such as Boostpoint’s Quick Apply Experience.
  • Communicate promptly about what the candidate expect about the process.
  • Make sure the process is mobile-friendly.
  • Immediately follow-up after they apply in a personalized way.

5. Selection

After reviewing applications and conducting interviews, the selection stage involves identifying the most suitable candidates for the available positions. This is where all your efforts start to pay off as you zero in on the best fits for your team. It’s crucial to keep the process smooth and efficient to maintain candidate interest and ensure a positive experience.

How to nail the selection process:

  • Involve multiple team members to get diverse perspectives and make balanced decisions.
  • Use structured interviews to ensure consistency and fairness in evaluating candidates.
  • Communicate clearly with candidates about next steps and timelines.
  • Gather and incorporate feedback from the hiring team to make informed decisions.
  • Keep candidates in the loop with timely updates to maintain their interest and enthusiasm.

6. Hiring

Yes! Your candidate has made it to the finish line and they are ready to get the job offer. But you’re not there yet because at this stage, candidates might be evaluating offers from other companies as well. Take advantage of this moment  to showcase your company’s unique perks, culture, and growth opportunities to ensure they choose you.

What to do next:

  • Provide a compelling job offer that outlines all the benefits and opportunities available.
  • Personalize the offer to show genuine interest and appreciation for the candidate.
  • Stay in regular communication to address any concerns or questions they may have.

Wrap Up

You’ve now got the tools to build an effective recruitment marketing funnel that attracts top talent and streamlines your hiring process. If you follow the key stages outlined in this blog, you can enhance your employer brand, engage potential candidates, and ultimately, make successful hires. Remember, building a recruitment marketing funnel is an ongoing process. Continuously monitor and optimize each stage to ensure maximum effectiveness and keep up with evolving candidate preferences and market trends. Happy Hiring!

Adrienn Herendi

Adrienn is a Content Strategist at Boostpoint, leveraging her extensive experience in writing for the recruitment industry. With her passion for crafting unique, engaging and informative content, she is on a mission to build a community where Talent Acquisition teams thrive and succeed.

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