5 Reasons Why Companies Should Invest in Recruitment Marketing
And why is this? For the past few years, people have spoken about recruitment marketing, but why has it suddenly become mission-critical for companies of all shapes and sizes?
A few strong explanations are:
1. Hiring teams are becoming more advanced
Recruiting is becoming even more relationship-centered, and the structure of many recruiting teams is evolving as a consequence. We’re seeing specialists being added to deal with areas such as procurement, branding, and promotion. The potential recruitment team will look pretty different!
The introduction to the hiring company of a more diverse variety of skills and capabilities makes it easier to embrace recruitment marketing. Instead of asking full cycle recruiters to take on a new responsibility, more teams are recruiting people with marketing backgrounds to run their recruitment marketing programs.
2. The New Applicant Journey
Today’s candidates are more savvy, intelligent, and precise than ever before. They study jobs in the same way as they would any other big buying decision-before they even think about applying, they have the resources to learn almost all about your company. Today, more than ever, the only way to capture the hearts and minds of candidates is to concentrate on interaction and offer meaningful and personalized experiences regularly.
Recruiters need to spend more time in recruitment, creating value and educating their target candidates about why their business could be the right fit. They can’t always go straight and drive their transparent positions for the jugular.
3.Traditional methods are not as efficient
The returns from more conventional recruitment methods, such as work ads, are flattening, particularly when it comes to positions that are difficult to fill. For several high-volume, high-speed roles, job ads work but suffer from a few major flaws. They depend on a moment of serendipity, the ideal candidate needs to come across your work at the exact moment they’re looking at, and a small percentage of the overall market is only really effective for successful job seekers.
At a time when up to 90 percent of professionals might be open to hearing about new opportunities, you need to find a way to tap into the huge passive market more effectively. Marketing for recruitment provides companies a way to engage candidates who are not prepared to apply right now and develop a partnership for the future.
4. Cutting the noise
It’s getting harder and harder to bid for applicants’ online attention. Companies are not only competing against other job commercials, they’re up against a flood of new social networks, sports, etc. There is a shift in the essence of online activity. If you provide your site with a poor candidate experience, individuals are much less polite. They are much more likely to jump to Facebook than to submit by scrolling.
The online room is so crowded that you need a change of strategy to get your message across and stand out to the right candidates. You need to be more customized than ever, and you need to invest in ads for recruitment.
5. It just makes sense
Candidate marketing, developing the brand, concentrating on relationships, not work – all this makes a lot of sense. And the way they connect with potential clients, hiring teams follow in their footsteps, sales and marketing divisions have become incredibly complex.
Conclusion
Top candidates have more opportunities than ever before and every aspect of recruitment marketing matters in such a competitive environment. It’s about the role of talent operations to plan the new way of working that will bring in the best talent.
