We all agree to the fact that candidates are now in the driver seat changing the process of the job seeking and recruitment forever. We are way past the days where recruiters and candidates met at the job interview and the process as a whole began with the submission of the resume. The strategy that involved going out and hunting down for talents with no transparency in the approach is long gone.
Let’s go back in time -
Requirements for fresh talents came up once in a year/more
No competitive mindset among the working class
Limited options and opportunities
With the easy access to the new age technologies and career review sites like Glassdoor, candidates already know what to expect from different organizations before the organization approaches them with an offer. Candidates have the power of the social media to understand an organization’s culture, reputation and be selective. They no longer need to spend hours preparing resumes and applying for the jobs.
To adapt to these changes recruiters need to accelerate the change in recruiting process, strategies, the technologies used, and the pace of recruiting.
Today recruiting is all about how you market your company’s culture. The strategy stands on one principle - Creating long-term relationships with potential candidates. To be successful recruiters must create a Talent Acquisition funnel that nurtures the candidates through different processes along the funnel seamlessly.
How to build a marketing strategy for recruiting:
Research:
Before coming up with any marketing strategy, research is done on customer’s purchase pattern either online/offline. Similarly, recruiters must research on candidate activities like:
How do they search for potential jobs?
Job sites they hang out the most.
Where do they find the opportunities of their choice?
How do they engage themselves with the employer brand?
The devices they use the most to browse the job opportunities.
Execution:
Build, establish and communicate your employer brand and value proposition of your organization through clear and concise messaging.
Display your employer brand to target audience through digital marketing and social media.
Create demand for your brand and convert top candidates as employers.
Keep track of the changing trends.
Job seekers are more like customers. Recruiters must engage with the job seekers much before hand to grab their attention. The way they are treated by the organization and recruiters makes a huge impact. Hence, coming up with more innovative ways to engage and stay connected with the potential employees is obligatory.
We also wrote about “Employer branding strategies by InMobi” here.
