Recruitment Marketing is all of the tactics that a talent acquisition team uses to attract, find, nurture, and engage leads in order to convert them into more qualified applicants for present and future jobs. Tactics used might include email nurturing, SEO, talent networks, content marketing, social recruiting, mobile recruiting, career sites, employer branding, CRM, and recruiting analytics.
Why Recruitment Marketing Matters
Before, talent acquisition consisted of posting a job to a board and choosing from the candidates. Now, modern candidates want more. The market for the same skilled talent is competitive, and the creative, innovative, and bold organizations that offer purpose, camaraderie, and inspiration will be chosen.
Recruitment marketing gives you the chance to education candidates on your value, communicate your employer brand, and influence candidates’ decision to choose your organization. Learn more about recruitment marketing at Creative Niche.
Bad hires can cost companies in several ways including team morale and productivity. Supervisors can spend an average of one day a week managing employees who are performing poorly; this means it is crucial to hire the right person the first time.
Why You Need To Attract Candidates
Candidates are just like consumers in that they research employers they way they research products. Candidates can have as many as 12 contact points with your brand and content, like following you on Twitter, liking you on Facebook, reading your blog, watching your YouTube videos, visiting your career site, reading your Glassdoor reviews, and more.
A good recruitment marketing strategy will help you form relationships with candidates from the point of their attraction so you can better influence their decision to bring their career to your organization.
Recruiting and Hiring in the Digital Age
As tech keeps evolving, it is important for companies to use it to their advantage in the recruitment and hiring process. Here are some things that will be the future of recruitment marketing.
Digital is the Key
When online job applications and LinkedIn first started being used, they acted as supplements to the resume and in-person application and interview process. Now, recruitment has become almost 100 percent digital, from the resume to the job search to the interview.
Fast and Easy Application Process
Job seekers know what they are worth, and know that the employment landscape is competitive. They can apply practically anywhere and if one employer makes it too hard to apply, or takes to long to respond, there’s always another job opening. Ways to make the application process faster and easier for applicants include speciality tools that foster sourcing and employee onboarding and offboarding portals. If you have a website, you can help make the process simple and engaging.
Your brand is a major selling point. Smart candidates will look at company brands before applying to a job. Nowadays, they research you just as much as you do them, so your website is the first place you should start when you want to engage talent. You have to have a well-designed site with a cohesive brand image. It should reflect your company’s vision, mission, and values; should include detailed job descriptions; offer an online application; and engage job seekers.
Focus on Passive Candidates
Not all individuals are seeking a job right now, but they are open to new or better opportunities. Recruiters need to be more proactive when it comes to finding candidates. Learn more about the differences between recruiting active and passive candidates at the LinkedIn Talent Blog.
Candidate search tools and social networks have opened up a larger pool for recruiters to pull from, but data analytics, when applied properly, can help business make strategic decisions. This takes data about each candidate from multiple sources and applies it in ways to summarize the important info needed to make a hiring decision.