“Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see
yourself as a marketer, you’re in the wrong profession.”
- Matthew Jeffrey
In todays world, the job seekers are in the driver seat and are no longer willing to just throw their resumes to the wind and hope for the best. In the past, recruiters and the candidates usually met at the job interviews, career sits or job boards which served as the primary sources for candidates to learn about potential opportunities. Contrary to this, candidates now have the power of a social world on their side on which they conduct endless research to fully understand the company, its culture and its reputation before making the first contact and they’re way more selective about which organisations they’re willing to work for.
For candidates, looking for a job is equivalent to making a major purchase as they
research on a regular basis over a long period of time before taking a definite action.
Furthermore, as a recruiter, candidates are your customers. How you treat job
seekers can affect customer relationships and your overall reputation in the market.
This means that the recruiters must compete for the best talent ensuring an enriching
job seeker experience.
Recruiting has become marketing in today's world. Companies need to shift their
focus and evolve their strategies to more of a marketing process. Recruitment
marketing strategies and tactics can be utilised by the organization to find, attract,
engage and nurture talent before they apply for a job and hence this approach can
contribute substantially to the pre-applicant phase of talent acquisition.
Finding top talent is becoming increasingly challenging with the growing talent
shortage. Drawing in candidates and holding current workers is parallel to pulling in
and holding clients.
There exists a direct correlation between your image in the market and how you treat
your candidates. In the present advanced age, where individuals share encounters
on the web, a poor applicant experience can be terrible for business.
Recruiters and HR require new insights and instruments to reach out to and draw in
applicants corresponding to the way advertisers do with clients. They should
discover, pull in, and sustain candidates possessing the correct ability to develop
their organizations.
Recruitment teams have thus transformed, incorporating essential elements such as
content strategies, digital analysis, social media and SEO expertise, and demand
generation techniques. This evolution of recruiters will enable them to grab better
leads by creating more extensive channels.
Another application of marketing functions and strategies in recruitment deals with
improving candidate engagement. While there has been a component of promoting
in a decent recruiting process, it has never been the centre, and the offices have
been siloed amongst marketing and HR. Presently, nonetheless, the ability securing
industry is looking at advertising and enrolling as interwoven components and
consequently enlistment showcasing is rising as a central factor influencing all
aspects of the talent obtaining cycle.
Recruiters need to identify and interact with potential candidates at an early stage
and take steps to build a long-lasting relationship with them. The most sophisticated
recruiters engage with potential job seekers even before a position opens and they
even manage to gain the attention of people who may be happily employed
somewhere else.
Incorporating marketing insights into recruitment enables the recruiter to keep up with the dynamic recruitment market, leads to greater efficiency in the hiring process and subsequently results in good hires.