The pandemic inspired employees across the country to re-evaluate their careers, and the ensuing “ Great Resignation” has changed the recruiting landscape. As companies continue to recover from the COVID-19 related recession, hiring is ramping up, and many executives are shifting their priorities. With increased competition for top talent, recruitment marketing needs to be more strategic. Companies need to engage potential candidates earlier, retooling how they attract and retain top employees.
Only one in three companies surveyed indicated that they are increasing their budget to improve talent acquisition, while 66% of organizations stated that their main recruiting priority is cultivating a talent pool for future opportunities. But recruitment marketing is crucial and can offer a competitive advantage. Take advantage of recruitment technology to improve your marketing and attract diverse candidates to your company.
Why You Need a Recruitment Marketing Framework
Recruitment marketing is most effective when all areas of your business collaborate. High-performing companies involve corporate marketing, Chief Diversity Officers, Employee Resource Groups (ERGs), and Chief Human Resources Officers in recruitment. These department heads work together to ensure the company meets hiring goals that are most beneficial to it.
Technology can help your recruitment marketing efforts provide the returns you seek, but it will be most effective when you define your strategy. Answering these questions will help you develop your talent pipelines and attract the right candidates for you:
- Who is your target audience?
- What are your goals and objectives?
- What are your key performance indicators?
What is Recruitment Marketing?
This phrase refers to any interaction with candidates before they apply. It includes every part of your communication, from branding your company to advertising a job. When done effectively, recruitment marketing puts you in front of the right candidates so they can find your company and apply for the jobs they fit. Employees are increasingly turning to company reviews and other data before deciding to apply for a job.
How Technology Can Help You
Once you’ve defined your goals and set your strategy, you can use recruitment technology to streamline the process. A recruitment marketing platform allows you to manage all parts of the process in one platform. You can use it to manage job listings, communicate with ad agencies, handle social media listings, manage employee referrals, and much more.
Managing all parts of the process with one platform gives you better insights to tweak your messaging and appeal to the best candidates. It also makes high-volume hiring easier because you can handle application and recruitment processes with one platform.
When choosing your recruitment technology, look for a system that offers client relationship management, analytics, applications, job distribution, talent networks, automated scheduling, and employee referrals. A more robust platform can also manage sourcing, diversity and inclusion, content management, and conversational AI, among other features.
Conclusion
Investing in recruitment technology lets your HR team work more efficiently. High-performing companies understand the value of recruitment marketing, and technology helps you pull this off more effectively. Oleeo’s Recruiting Enablement platform can reduce recruiter workloads while effectively managing High Volume Hiring. The platform can help you improve your recruitment marketing to attract top talent. Contact us now to find out more.
Want more insights? Download the latest Talent Pulse Report from Human Capital Institute.
