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Yeah that responsibility should really go to a recruitment marketing specialist - marketers who understand the recruitment funnel.
(I recently switched roles and am one). Do you have an employer brand team? Or recruitment marketing team? I would collaborate with them Bc they will know the external marketing strategies to help amplify job reach.
Sources should be able to help with indentifyinf the best our reach channels
Marketing for each job shouldn’t be too hard depending on your resources. Ideally come up with a template that has a compelling story about your company then the specifics for each position: requirements, preferred qualifications, role responsibilities, etc.
If you have the budget obtain job slots on LinkedIn and post the positions. If you don’t then you need to be creative on how you get the word out. Reach out to job boards focused on your industry, share with relevant groups, tap into your current employees networks (either through a referral program or just making sure they are aware of the openings).
Ask how they’ve previously been successful in recent hires, what’s worked, what hasn’t.
Hope this is a helpful start to get you thinking in the right direction.