New Recruitment Reality: Put Your Marketing Hat On

Chelsey-9-17Treat job seekers like prospective customers

Picture this: You are a nimble, creative marketer armed with data-driven methods to deliver personalized and relevant messaging right to the heart of a demanding and digitally discerning audience. You wouldn’t dream of using the old “spray and pray” strategy to reach your prospects. But right now, precious marketing dollars are being spent to spray out templated job descriptions to a sea of recruitment sites and job boards with the prayer of reaching the perfect candidate to fill critical roles in your organization. Recognize a missed opportunity?

The promise of your value proposition needs to be backed by a trusted and highly-skilled team. Therefore, it might stand to reason that recruitment should be just as strategic and data-driven as customer acquisition.

As far as brand awareness goes, who is a more captive audience than someone looking for work in your industry? Your brand, when positioned as a career destination vs. a career stepping stone, shows that you are not just any option, but the best option, and this perception carries weight across all audiences.

“The most successful companies strategically build and manage their employer brand, or its reputation and value proposition to employees. Its impact on an organization is significant…”

Bottom line, it’s in your best interest to treat job seekers like you treat your customers because some day, they might just be one. Here’s a few ways to start thinking differently about recruitment.

  1. Knowing your audience will set you apart. Unless you’re the first to market in your industry, you’re probably operating in a crowded marketplace with competitors who offer similar products and services. It is no different with recruiting great talent. When up against competitors that offer similar opportunities for candidates with specialized skills or education, knowing what they require, from culture to compensation, is the first step in setting you apart. The second step is knowing where to find them. A truly comprehensive profile of prime candidates will show you where they are – in both media and mindset. The greatest package in the world isn’t going to entice the right person if they don’t know it’s available. So knowing where they are is imperative.
  1. Invest in a strategy. Let’s say your company is consistently recruiting for hard-to-fill technical positions. How are you standing out among other listings using the same job boards that everyone else uses? Are you featuring your technology to entice early-career innovators? Are you embracing the social channels where your candidates are most likely to be looking? How are you positioning your brand?Try looking at recruitment like a marketing campaign. Incorporating a branded recruitment platform across multi-channel touch points using both print and digital applications, events and direct marketing tactics, allows you to make lasting impressions that aren’t available on traditional recruitment sites.
  1. Make retention a priority. Where employment longevity is concerned, the millennial workforce has created a new normal. According to a 2016 study by LinkedIn, someone from this segment will change jobs 4x in their first decade out of college, most likely in search of more money, more opportunity for growth, and flexibility. So, how can you ensure that a good employee will stay put? Include motivation in your recruitment message.Where previous generations hoped for bonuses, the millennial generation sees this as more standard – but the definition of “bonus” is a little different. Things like peer recognition, training, hours off, and flexible schedules are small ways to score big points. And with this group, giving back goes a long way as 74% of millennials consider purpose over their paycheck – so cause-related, community affiliations are great attracters. To become a career destination rather than just a launching pad, show potential candidates that you get them, and you build loyalty right into the job description.

Want to stand out from your competitors and attract the best talent? For global industrial conglomerate Textron, that meant recruiting highly coveted early-career STEM individuals who might also be considering positions at heavy hitters like Boeing, Google, IBM and General Electric. Check out our case study to see how we increased their brand awareness and helped them become a career destination.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *

New Recruitment Reality: Put Your Marketing Hat On

Chelsey-9-17Treat job seekers like prospective customers

Picture this: You are a nimble, creative marketer armed with data-driven methods to deliver personalized and relevant messaging right to the heart of a demanding and digitally discerning audience. You wouldn’t dream of using the old “spray and pray” strategy to reach your prospects. But right now, precious marketing dollars are being spent to spray out templated job descriptions to a sea of recruitment sites and job boards with the prayer of reaching the perfect candidate to fill critical roles in your organization. Recognize a missed opportunity?

The promise of your value proposition needs to be backed by a trusted and highly-skilled team. Therefore, it might stand to reason that recruitment should be just as strategic and data-driven as customer acquisition.

As far as brand awareness goes, who is a more captive audience than someone looking for work in your industry? Your brand, when positioned as a career destination vs. a career stepping stone, shows that you are not just any option, but the best option, and this perception carries weight across all audiences.

“The most successful companies strategically build and manage their employer brand, or its reputation and value proposition to employees. Its impact on an organization is significant…”

Bottom line, it’s in your best interest to treat job seekers like you treat your customers because some day, they might just be one. Here’s a few ways to start thinking differently about recruitment.

  1. Knowing your audience will set you apart. Unless you’re the first to market in your industry, you’re probably operating in a crowded marketplace with competitors who offer similar products and services. It is no different with recruiting great talent. When up against competitors that offer similar opportunities for candidates with specialized skills or education, knowing what they require, from culture to compensation, is the first step in setting you apart. The second step is knowing where to find them. A truly comprehensive profile of prime candidates will show you where they are – in both media and mindset. The greatest package in the world isn’t going to entice the right person if they don’t know it’s available. So knowing where they are is imperative.
  1. Invest in a strategy. Let’s say your company is consistently recruiting for hard-to-fill technical positions. How are you standing out among other listings using the same job boards that everyone else uses? Are you featuring your technology to entice early-career innovators? Are you embracing the social channels where your candidates are most likely to be looking? How are you positioning your brand?Try looking at recruitment like a marketing campaign. Incorporating a branded recruitment platform across multi-channel touch points using both print and digital applications, events and direct marketing tactics, allows you to make lasting impressions that aren’t available on traditional recruitment sites.
  1. Make retention a priority. Where employment longevity is concerned, the millennial workforce has created a new normal. According to a 2016 study by LinkedIn, someone from this segment will change jobs 4x in their first decade out of college, most likely in search of more money, more opportunity for growth, and flexibility. So, how can you ensure that a good employee will stay put? Include motivation in your recruitment message.Where previous generations hoped for bonuses, the millennial generation sees this as more standard – but the definition of “bonus” is a little different. Things like peer recognition, training, hours off, and flexible schedules are small ways to score big points. And with this group, giving back goes a long way as 74% of millennials consider purpose over their paycheck – so cause-related, community affiliations are great attracters. To become a career destination rather than just a launching pad, show potential candidates that you get them, and you build loyalty right into the job description.

Want to stand out from your competitors and attract the best talent? For global industrial conglomerate Textron, that meant recruiting highly coveted early-career STEM individuals who might also be considering positions at heavy hitters like Boeing, Google, IBM and General Electric. Check out our case study to see how we increased their brand awareness and helped them become a career destination.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *

New Recruitment Reality: Put Your Marketing Hat On

Chelsey-9-17Treat job seekers like prospective customers

Picture this: You are a nimble, creative marketer armed with data-driven methods to deliver personalized and relevant messaging right to the heart of a demanding and digitally discerning audience. You wouldn’t dream of using the old “spray and pray” strategy to reach your prospects. But right now, precious marketing dollars are being spent to spray out templated job descriptions to a sea of recruitment sites and job boards with the prayer of reaching the perfect candidate to fill critical roles in your organization. Recognize a missed opportunity?

The promise of your value proposition needs to be backed by a trusted and highly-skilled team. Therefore, it might stand to reason that recruitment should be just as strategic and data-driven as customer acquisition.

As far as brand awareness goes, who is a more captive audience than someone looking for work in your industry? Your brand, when positioned as a career destination vs. a career stepping stone, shows that you are not just any option, but the best option, and this perception carries weight across all audiences.

“The most successful companies strategically build and manage their employer brand, or its reputation and value proposition to employees. Its impact on an organization is significant…”

Bottom line, it’s in your best interest to treat job seekers like you treat your customers because some day, they might just be one. Here’s a few ways to start thinking differently about recruitment.

  1. Knowing your audience will set you apart. Unless you’re the first to market in your industry, you’re probably operating in a crowded marketplace with competitors who offer similar products and services. It is no different with recruiting great talent. When up against competitors that offer similar opportunities for candidates with specialized skills or education, knowing what they require, from culture to compensation, is the first step in setting you apart. The second step is knowing where to find them. A truly comprehensive profile of prime candidates will show you where they are – in both media and mindset. The greatest package in the world isn’t going to entice the right person if they don’t know it’s available. So knowing where they are is imperative.
  1. Invest in a strategy. Let’s say your company is consistently recruiting for hard-to-fill technical positions. How are you standing out among other listings using the same job boards that everyone else uses? Are you featuring your technology to entice early-career innovators? Are you embracing the social channels where your candidates are most likely to be looking? How are you positioning your brand?Try looking at recruitment like a marketing campaign. Incorporating a branded recruitment platform across multi-channel touch points using both print and digital applications, events and direct marketing tactics, allows you to make lasting impressions that aren’t available on traditional recruitment sites.
  1. Make retention a priority. Where employment longevity is concerned, the millennial workforce has created a new normal. According to a 2016 study by LinkedIn, someone from this segment will change jobs 4x in their first decade out of college, most likely in search of more money, more opportunity for growth, and flexibility. So, how can you ensure that a good employee will stay put? Include motivation in your recruitment message.Where previous generations hoped for bonuses, the millennial generation sees this as more standard – but the definition of “bonus” is a little different. Things like peer recognition, training, hours off, and flexible schedules are small ways to score big points. And with this group, giving back goes a long way as 74% of millennials consider purpose over their paycheck – so cause-related, community affiliations are great attracters. To become a career destination rather than just a launching pad, show potential candidates that you get them, and you build loyalty right into the job description.

Want to stand out from your competitors and attract the best talent? For global industrial conglomerate Textron, that meant recruiting highly coveted early-career STEM individuals who might also be considering positions at heavy hitters like Boeing, Google, IBM and General Electric. Check out our case study to see how we increased their brand awareness and helped them become a career destination.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *

New Recruitment Reality: Put Your Marketing Hat On

Chelsey-9-17Treat job seekers like prospective customers

Picture this: You are a nimble, creative marketer armed with data-driven methods to deliver personalized and relevant messaging right to the heart of a demanding and digitally discerning audience. You wouldn’t dream of using the old “spray and pray” strategy to reach your prospects. But right now, precious marketing dollars are being spent to spray out templated job descriptions to a sea of recruitment sites and job boards with the prayer of reaching the perfect candidate to fill critical roles in your organization. Recognize a missed opportunity?

The promise of your value proposition needs to be backed by a trusted and highly-skilled team. Therefore, it might stand to reason that recruitment should be just as strategic and data-driven as customer acquisition.

As far as brand awareness goes, who is a more captive audience than someone looking for work in your industry? Your brand, when positioned as a career destination vs. a career stepping stone, shows that you are not just any option, but the best option, and this perception carries weight across all audiences.

“The most successful companies strategically build and manage their employer brand, or its reputation and value proposition to employees. Its impact on an organization is significant…”

Bottom line, it’s in your best interest to treat job seekers like you treat your customers because some day, they might just be one. Here’s a few ways to start thinking differently about recruitment.

  1. Knowing your audience will set you apart. Unless you’re the first to market in your industry, you’re probably operating in a crowded marketplace with competitors who offer similar products and services. It is no different with recruiting great talent. When up against competitors that offer similar opportunities for candidates with specialized skills or education, knowing what they require, from culture to compensation, is the first step in setting you apart. The second step is knowing where to find them. A truly comprehensive profile of prime candidates will show you where they are – in both media and mindset. The greatest package in the world isn’t going to entice the right person if they don’t know it’s available. So knowing where they are is imperative.
  1. Invest in a strategy. Let’s say your company is consistently recruiting for hard-to-fill technical positions. How are you standing out among other listings using the same job boards that everyone else uses? Are you featuring your technology to entice early-career innovators? Are you embracing the social channels where your candidates are most likely to be looking? How are you positioning your brand?Try looking at recruitment like a marketing campaign. Incorporating a branded recruitment platform across multi-channel touch points using both print and digital applications, events and direct marketing tactics, allows you to make lasting impressions that aren’t available on traditional recruitment sites.
  1. Make retention a priority. Where employment longevity is concerned, the millennial workforce has created a new normal. According to a 2016 study by LinkedIn, someone from this segment will change jobs 4x in their first decade out of college, most likely in search of more money, more opportunity for growth, and flexibility. So, how can you ensure that a good employee will stay put? Include motivation in your recruitment message.Where previous generations hoped for bonuses, the millennial generation sees this as more standard – but the definition of “bonus” is a little different. Things like peer recognition, training, hours off, and flexible schedules are small ways to score big points. And with this group, giving back goes a long way as 74% of millennials consider purpose over their paycheck – so cause-related, community affiliations are great attracters. To become a career destination rather than just a launching pad, show potential candidates that you get them, and you build loyalty right into the job description.

Want to stand out from your competitors and attract the best talent? For global industrial conglomerate Textron, that meant recruiting highly coveted early-career STEM individuals who might also be considering positions at heavy hitters like Boeing, Google, IBM and General Electric. Check out our case study to see how we increased their brand awareness and helped them become a career destination.

How can we help you make change?

There are no comments yet. Be the first and leave a response!

Leave a Reply

Your email address will not be published. Required fields are marked *