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“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.


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