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Recruitment is Marketing 4 part series to uncovering hidden talent
Introduction
About this series
This four part web series will discuss the future of talent acquisition, the challenges and how we rethink the way we approach recruiting. The first part of the series will explore the current state of recruitment, what works and what doesn’t. The following installments will focus on how and why recruiters are moving towards a marketing orientated, social, and global approach. The last installment will wrap up anything left unsaid and open up discussion on the current and potential trends.
Introduction
Why Employer Branding
Creating Your Employer Brand
Mistakes To Avoid
Preparing for the future of talent acquisition, and overcoming the challenges means rethinking the way we approach recruiting – and recruitment marketing. With varying degrees of opinions, it appears that most recruiters believe that spending majority of a recruitment budget on job board advertising alone is probably not going to cut it that much longer.
The Recruitment Industry
RECROUP | Recruitment Is Marketing: Part 1
“Every business executive I have met with over the past three years has expressed the same challenges: finding qualified talent, retaining them and maximizing their potential.”
75% of talent is open to switching jobs
RECROUP | Recruitment Is Marketing: Part 1
Focus on Quality of Hires
Emphasis on Social Networks
Active and Passive Candidates
Talent Branding
Mobile Recruiting
Q. How is your organization adapting?
Long term strategy for companies to build their employer brand.
Building a multi-channel communication strategy with the external talent pool.
Identifying sources to increase inbound talent applications and reducing expensive out-bound efforts.
Recruitment Marketing
Marketing and recruiting are becoming inexorably intertwined, with recruitment marketing emerging both as a distinct discipline and a core competency affecting every part of the talent acquisition cycle. Preparing for the future of talent acquisition, and overcoming the talent shortage (real or imagined), means rethinking the way we approach recruiting – and recruitment marketing.
For recruiters, that means increasingly thinking like a marketer, and adding some core marketing competencies into their talent acquisition toolbox.
RECROUP | Recruitment Is Marketing: Part 1
The Employer Brand
Why employer branding?
Who are you? Why would I want to work for you? 70% of candidates in a recent survey
reported they wouldn’t take a job with a company with a bad reputation, even if they were unemployed
RECROUP | Recruitment Is Marketing: Part 1
3 out of 4 companies plan to highlight company culture to attract talent
Candidates like to search company workplace reviews
Nearly 65% candidates find other company employees on LinkedIn before applying for job
People are connecting, make sure that you are connecting as well
85% of job searches start with a search engine
RECROUP | Recruitment Is Marketing: Part 1
Build an experience & people will talk about it
RECROUP | Recruitment Is Marketing: Part 1
Creating A Employer Brand
It is not about your product & services
RECROUP | Recruitment Is Marketing: Part 1
It is about People
RECROUP | Recruitment Is Marketing: Part 1
Recruitment Is Marketing: Part 1
What makes you an attractive employer?
Why would someone like to join your team?
Why would someone stay in your company?
Where to start
What is your company’s mission and vision?
RECROUP | Recruitment Is Marketing: Part 1
Learn from your employees/candidate experience
Listen to your employees
Engage in constructive conversation
Establish transparency
RECROUP | Recruitment Is Marketing: Part 1
Think like a marketer. Promote your employer brand to attract the best talent.
Train employees with appropriate use of social media.
Your employees are your employer brand ambassadors.
Take your ambassadors to career fairs.
RECROUP | Recruitment Is Marketing: Part 1
Where to
Begin?Your career page is the central hub for your talent brand . Use this space to showcase your culture and what it means to work there
83% of corporate career websites have less than 15% return rate.
RECROUP | Recruitment Is Marketing: Part 1
Convey your mission and vision, not your product and services.
Create engaging and relevant content. Social media is important and use platforms to increase your reach.
It needs to be mobile optimizedRECROUP | Recruitment Is Marketing: Part 1
Improve your job ads
RECROUP | Recruitment Is Marketing: Part 1
Job description should reflect your employer brand
Tell reader why they should apply for this job
Job posting should motivate people to apply, not confuse them
I didn't have time to write a short letter so I wrote a long one instead
RECROUP | Recruitment Is Marketing: Part 1
Track the performance
Use analytics and data
Understand your visitors and audience
Use tools like Kissmetrics and Crazyegg
RECROUP | Recruitment Is Marketing: Part 1
Employer BrandingMistakes
I would rather see a sermon than listen to one1
Assuming you know what employees value
RECROUP | Recruitment Is Marketing: Part 1
2Lack of employee value proposition
Simplify what differentiates you from the competition
RECROUP | Recruitment Is Marketing: Part 1
3EVP not integrated into all touch points
Determine areas to enhance the employer brand experience
RECROUP | Recruitment Is Marketing: Part 1
4Being internally focused
Solicit feedback from all stakeholders
RECROUP | Recruitment Is Marketing: Part 1
5Lack of digital and social strategy
Employer branding is a long term strategy
RECROUP | Recruitment Is Marketing: Part 1
Recap
Who are you? Why would I want to work for you?
RECROUP | Recruitment Is Marketing: Part 1
Think like a marketer. Promote your employer brand to attract the best talent
RECROUP | Recruitment Is Marketing: Part 1
The very best employee branding programs focus on showing rather than telling
RECROUP | Recruitment Is Marketing: Part 1
About RecroupRecroup is a job ad platform that is challenging the conventions of recruitment. We enable recruiters to reach highly targeted candidates beyond the traditional channels. Effectively breaking the clutter and shortfalls of conventional recruitment.
With Recroup, recruiters can easily converts job postings into engaging banner ads & publish them where candidates actually spend time online.
Follow us on Twitter: @Recroup
Follow us on Facebook: facebook.com/recroup
Follow us on LinkedIn: linkedin.com/company/recroup
Josh [email protected]
Amit [email protected]
www.recroup.com