When potential right-fit employees look for jobs, they are more likely to apply for a job at a firm that is well-known and recognized over a company that has no reviews on Glassdoor, only a few LinkedIn posts, or empty/unmaintained social media pages and website. That is when employer branding comes into the picture.
Now, how do we recognize brands? How is it that we hear about them and form a perception in minds about their product or service offerings? Why do we prefer one product over the other even though both their offerings are extremely similar?
Marketing and Advertising!
According to Glassdoor, 69% of job seekers would not take a job with a company that had a bad reputation, even if they were unemployed. Imagine not being to attract the right candidates just because you couldn’t market your organization correctly!
The early stage of talent acquisition is employer branding and marketing that paves the way for optimized pipeline development.
Earlier this year, PageUp announced the release of its new recruitment solution, PageUp Recruitment Marketing. A solution that takes into account the relationship management with candidates, as well as automation of marketing processes to proactively attract and source candidates, makes recruitment marketing a piece of cake. Now, content management and analytics in the recruitment cycle can all be facilitated by an automated system that develops, updates, and enhances the entire actionable high-quality pipeline building
Advertising plays a major role in recruitment even though these are two completely separate arenas in any landscape. Symphony Talent recently released advanced enhancements to its programmatic recruitment advertising capabilities in SmashFlyX. With this upgraded solution, recruiters are now given the ability to embody goal-based auto-campaigning, where the solution automatically searches the CRM for candidates that match the job well and recommends acceleration of ad spend if needed for increased exposure, connected TV advertising, where uploaded employer brand video will be automatically tagged, tracked, and geotarget the campaign on appropriate channels, and global ad hoc posting, where browsing of 8000+ job boards and automation of purchasing, contracting, job distribution, reporting, and tracking becomes possible.
Employers would never want candidates to have to rummage through a ton of job postings by several companies to find their particular job ad. It’s a toil all in all.
Especially for the hourly job workers as well as recruiters.
Hourly by AMS has partnered up with programmatic job advertising leader Joveo for improving hiring outcomes by enabling recruitment teams to find the best-fit job placement channels in order to optimize the performance and visibility of job postings for hourly jobs of the companies. This partnership is also aimed at improving the quality of the applicants that come into the Hourly platform.
The present climate demands employers to have a strong brand persona to be able to consistently entice high-value candidates from a vast talent tool. Recruitment Marketing and advertising will not only create awareness for your brand but will also drive the interest of the candidates that are well-fitted and the top of the talent pyramid for your organization.
Having a strong recruitment marketing and advertising solution in place will ensure that the virtual reputation of your company is polished and higher awareness is created by resorting to measures such as online presence, robust SEO activities, management of content that attracts the right talent, and candidate relationship management. Talent acquisition becomes smoother and more effective. The goal here is not to get more job applications, but to get the right job applicants.
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