The art and science of recruitment marketing

The market now is more candidates driven rather than being business centric. Finding top talent is becoming more difficult with each passing day and retaining the current employees is nothing less than hiring new ones. When a large company posts a job opening on a job portal, it attracts a plethora of applications, even from candidates who do not meet the specifications of the opening. It becomes nearly impossible for the recruiters to handle the sheer volume of the applications, making the recruitment process lengthier.

Data driven approach has become a common recruitment methodology amongst the recruiters, where the potential candidates are treated like customers.

The art of recruitment marketing

Right content at the right time needs to be amplified amongst the candidates, to attract the best prospects to choose from. Simple job posts on the job portals, boards are no more a way to recruit top talent. Potential candidates do not send out their resumes to all the job openings that come their way, or hope for the best to happen to them. They have a wide array of openings to choose from.

The recruiters need to resort to creative methodologies, like interacting with the prospects through social media, websites where the top talent spends time, amplifying personalized content as per target groups.

Being creative while recruiting would be like:

• Reflecting the true culture of the brand on their website, ensuring the prospects that it is the right place to work in

• Amplifying persona specific content amongst the top talent, to drive them towards opting for a job switch

• Having the current employees make references through their contacts, having reward policies for the same in place

The science of recruitment marketing

Having a data driven approach while implementing the recruitment marketing methodology would cover science in the art and science of recruitment marketing. Every interaction, campaigns performance, opportunities are measured through the use of technology, enabling the recruiters to make informed decisions.

Technology mainly helps in the pre-employment screenings, where the prospects are filtered as per specific criteria. Criteria such as whether they are rightly qualified for the job, whether they have the correct temperament as per the job needs and whether they will be a good choice for the brand or not.

Each candidate is treated as an audience of one by providing them with personalized content through the help of automation. Real time conversing methods are used like interacting through social media, emails that match the most with the personality of the prospects.

Recruitment Marketing Agency is a big change that is currently in the implementation phase in the recruitment markets. Just like the consumer marketing campaigns, the data driven recruitment marketing approach can be tuned to increasing the ROI.

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