Today’s candidate does not make the application decision lightly. It doesn’t happen on a whim. Instead, candidates are doing their homework — researching companies, seeking information on what that organization is like as an employer long before they even consider making a formal application.
Candidates expect an openness, and a willingness on the part of the company to deliver the kind of information and insight they require to make their decision. They are thinking and acting like consumers in the pre-purchase stage.
As a result, recruiters are having to think and act like marketers in order to compete for and attract the best candidates.
Unlike traditional methods such as cold-calling or LinkedIn mailing that, when used in isolation can prove jarring and annoying for candidates, recruitment marketing leverages the interactive potential of online content and takes a softer, less obtrusive approach to sourcing and engaging talent — inviting candidates to demonstrate an interest in an organization on their own terms, in their own time. It caters to the candidate’s recently-assumed position of power, and has become the go-to approach for forward-thinking organizations seeking to reach and engage top talent.
When implemented correctly, recruitment marketing makes for a better candidate experience, a more informed talent acquisition team, and a higher caliber of candidate in your ATS, too.
So, that’s the theory bit. Now, let’s look at practical application.
Click here to download our free eBook, Recruitment Marketing: 10 Best Practices