Recruitment is marketing. A great recruitment experience creates a positive buzz.
Yes, Recruitment is marketing. A great recruitment experience creates a positive buzz. We choose to combine the power of social media with a great candidate experience. It is possible to unleash the power of recruitment marketing to build an employer brand. By putting the referral programme on the web to leverage the power of online followers on platforms such as Facebook, LinkedIn, Glassdoor and by making use of customised apps. Further, by rewarding the fans for referring good candidates to the organization, which not only enables in reducing the cost to hire, but also improves the overall brand.
Building a community of followers helps in large scale hiring. Think about ways to engage your followers to drive focus on recruitment. This may mean that you need to talk about your workplace culture and employee initiatives. Recruitment advertisement eventually leads to a strong industry segment leader branding as well. With more hits to your website from folks following the industry, your overall outreach to a focused industry audience grows exponentially. In addition, as an aggressively growing organization, it is of paramount importance to be able to hire great leaders. Through an integrated campaign on the company’s website, social channels such as LinkedIn, Twitter, and Facebook, it is possible to attract high-quality candidates with limited expenditure.
Leadership hiring posts help strengthen the brand as a growing organization. Recruitment advertisement eventually leads to a strong industry segment leader branding as well. It is of paramount importance to any organization to hire great leaders through an integrated campaign on our website, social channels such as LinkedIn, Twitter, and Facebook, you can to attract high-quality candidates with limited expenditure. Leadership hiring posts help strengthen the brand as a growing organization. With more hits to your website from folks following the industry, your overall outreach to a focused industry audience grows exponentially. Also, recruiters and marketers need to collaborate with employee engagement teams to create a positive brand in the minds of prospective employees. This could be done by posting pictures of employee events within the company. By way of focussing on changing the traditional hiring processes by making them online. This has a dual impact. One, it improves the candidate cycle time to as fast as 45 minutes and second, it enables the employer to look at more candidates with minimum support personnel and two, a positive experience leads to a superior exponential referral impact.
Even as you become more social, it is imperative that you look at underlying selection processes to make them more agile and responsive. With positive candidate experience, you can create stronger recruitment brand for the organization.
Jacob Jesuroon is Vice President-HR, Access Healthcare
Employees are the eyes, ears, lips, and brains of an organization, and without them, it is impossible for the employer or the CEO to achieve the vision and mission.
Employees are the eyes, ears, lips, and brains of an organization, and without them, it is impossible for the employer or the CEO to achieve the vision and mission. They are the real brand ambassadors whose recommendations value more than the endorsement of a celebrity. Thus, attracting the right talent is the indispensable need of the businesses today, and recruitment marketing is emerging as the most powerful strategy to this effect.
Organizations need to spend money to earn money, and the same holds true for marketing recruitment — the practice of building awareness and relationships with potential candidates, even before the start of the recruitment process. It involves marketing the employer’s brand and jobs through multiple communication channels, including job boards and social media. One recent survey found that thirty four per cent of all Fortune 500 companies are using this tool to find the candidate who is the “right fit”. So, as an HR tool, is recruitment marketing all that it is made out to be? Perhaps not.
A recruitment marketing strategy needs to sell the company and employment opportunities through attractive target messages across a wide range of offline and online media platforms. Effective marketing begins with the research of target market and without understanding the needs and aspirations of the target audience; the target message cannot be nurtured and optimized. So, what do employees expect from their employers? If the recruiter can find out the right answers to this question, the remaining stages of Recruitment Marketing will be easy and purposeful. The advertorial should not sound banal and mundane with a lot of information on mechanical job descriptions. Instead, it should be catchy enough to grab the attention of all readers, not only of the job seekers. Apart from the job title, the focus should be given on the merits of a company like location, size, infrastructure, awards & achievements, growth opportunities, package, incentives, lively culture, professional growth, etc. In other words, a right blend of branding and HR strategies should be involved in writing the job description. An ideal candidate persona is the key to ideal recruitment marketing. And, to ensure success, the recruiter must be very clear about the kind of qualifications and traits that are mandatory, and the desirables in a candidate for a particular job. Using these as search keywords, companies can develop better candidate personas to precisely target the audience equipped with the underscore skills.
Such highly systematic recruitment marketing approach helps HR in finding the candidates with ideal traits, expertise, and experience. Recruiting a new team member begins with the premise that they will contribute to the organization, and eventually gives back more than the cost incurred on identifying, training and hiring them through agencies. This is so when an organization’s resources are well handled well. But this does not justify being charged over the odds for the online marketing recruitment needs when that does not have to be the cost. The regular rate for a marketing recruitment agency is usually upwards of 15% of their annual salary, perhaps even 30% for one-off or highly-paid hires. Some headhunting firms can charge even more – between a 33 per cent and 50 per cent of the starting salary. Given the high-fee paid to Recruitment Marketing agencies, some organizations may be motivated to pay lower salaries to save money. And, this does not augur well in the long term, and is the precise reason for a flat-fee model for online recruitment, which ensures lower costs for advertising and also assures candidates of excellent quality.
Akanksha Tripathi is the HR Head, Xapads Media Pvt. Ltd.