In The Recruitment Marketing Team Of Today, There Are Significant Roles

Jul 19

The talent acquisition strategy is growing and requires the development of new abilities in order to attract individuals who are focused on satisfying customer needs. Similar to the change in marketing over the last ten years, recruiting is undergoing a change.

People are picking their own routes to products and services rather than businesses sending disruptive advertising to get in front of potential consumers since marketing has usually moved toward becoming "inbound" during the last decade. Inbound marketing has emerged as the most effective marketing technique in recent years for luring customers who are prepared to make a purchase. Prospective customers that get value from inbound marketing end up becoming devoted clients and steadfast supporters.

See how inbound marketing is helping businesses succeed by looking at these brief stats:

Inbound marketing costs 62 percent less and produces three times as many leads than outbound marketing.
Companies that automate lead management see an increase in revenue of 10% or more in 6–9 months.
Social networking has a lead-to-close rate that is 100% lower than outbound marketing.

To implement these new inbound marketing ideas, marketing teams have evolved and grown, adding new positions like content strategist and digital marketer as well as expertise in social media, SEO, and demand/lead creation. The modern marketing staff has crucial responsibilities with specialized expertise in order to draw more interested prospects across wider channels and, more crucially, nurture them into qualified leads for sales to provide.

What Lessons Can A Recruitment Team Draw From This Change In Marketing?

Recruitment marketing is impacted by customer marketing.

Let's attempt a couple short word changes:

Teams that specialize in social media, SEO, and demand generation will be required to fill new positions like content strategist and digital marketer. The current talent acquisition team is made up of critical jobs with specific abilities in order to draw in more interested individuals via more channels and, more crucially, to develop them into qualified prospects to submit to recruiters.

Isn't that a very good way to put it? To engage applicants in methods other than job advertisements, talent acquisition teams are using modern marketing strategies including content, email, social media, mobile, automation, and others. This practice is known as recruitment marketing. The traditional approach in the past was to list a position on Monster and/or Careerbuilder and then begin prospecting candidates. It's not as clear-cut or knowledgeable as it formerly was. Since nobody wants to work only to make ends meet, let's face it. Prospects today are searching for purpose, culture, inspiration, and friendship. They want it delivered via the methods they use most often.

Who In Your Team Is Accountable For These Tasks?

Finding the finest prospects and then selling them on the organization, the hiring manager, etc. is the essence of recruiting as a "sales" function or bottom-of-the-funnel task for your team.

Recruiting, engaging, and nurturing new prospects until they are qualified to convert at the ideal time for them and your company is the top-of-the-funnel "marketing" function performed by the recruitment marketing job on your team.

In today's recruiting industry, both the recruiting (sales) and recruitment marketing (marketing) professions are essential since they provide a variety of skill sets at various stages of the candidate process.

In order to attract the finest candidates, recruitment marketing actively creates meaning and value via design, messaging, and experience. This is an area of talent acquisition where new skill sets are becoming more and more necessary. Who on your staff is in charge of your work site's mission and vision? Who should you consult with about landing pages and conversions? Who will manage the long-term content schedule and develop and publish a blog post on your thought leadership to attract candidates?

The fact is that not all talent acquisition companies have the resources to fill these positions. Developing these abilities among your current staff is a way to begin going right away, even if adding new employees may be a long-term answer. While learning some of the techniques and strategies that will help them advance their inbound marketing knowledge, your current staff may be able to get started right away with the correct technology, such as a recruitment marketing platform.

The following primary duties should be carried out by modern recruiting agencies:

Knowledge: Manager Of Employer Branding

Defines your company's value proposition and employer brand identity (EVP)
Personal accounts of employees are uncovered and shared
improves the message and design of the employer brand across all media
Ensures that the corporate brand rules are followed. Provides event materials to recruiters, including as signage, exhibitions, and giveaways
Begins with your career site and directs the vision of the application experience
Maintain your online presence and reputation on job-seeker-focused websites such as Glassdoor, Indeed, and others
identifies target candidate profiles and develops a message that is unique to each persona

Why Do You Need This Position?

Without a strong, recognisable brand, it will be impossible for you to draw in repeat customers. Without polar bears, pleasure, and the colors red and white, where would Coke be today? (It's possible that they are RC.) All applicants and, in the end, workers want to be a part of something admirable and powerful that they can identify with. To lead and respond, you'll need a committed employer brand manager.

What Is The Real Face Of Your Company?

What genuine benefit do you provide your customers? What part do employees play in creating that value?

There are several reasons why employees remain committed to your business.

What information about culture, education, and employment can you provide applicants?
What strategies will you use to enthuse, motivate, and include candidates?
How will the stories of present employees be brought to life?
How do you want to be seen by prospective employers, workers, and graduates?
What are the most crucial qualities and abilities that will support the development of your company?

Your career website is just one aspect of your employer brand. It serves as the foundation for your internal and external branding (how your employees understand and represent your company's culture) (how the candidates you want to attract see your organization).

Expertise

Controls, among other things, the company's blog, social media platforms, thought leadership publications, and job site content calendar.

There are many different sorts, candidate personas, and journeys for which content is generated and developed (blogs, email campaigns, job descriptions, infographics, etc.)
Through personalized communications and messaging, it attracts and develops prospects
New content is composed of existing marketing materials
Collects pertinent content from other sources and websites

Why Do You Need This Position?

Employing companies will soon follow brands, who have already adopted on the role of publisher to provide information and entertainment. The quality prospects you're trying to attract may search for, discover, and consume your brand and message via content marketing. Candidates look forward to prospective employers' blog articles, white papers, LinkedIn Pulse, videos, infographics, research, and more.

Thought leadership is shown by your CEO's insightful writing on business strategy and your company's response to market changes.
Advice on how to tailor your CV to the job opportunity and how to be ready for hiring manager interviews.
Videos of current employees and Q&As with potential hires aid in building a human connection.
Facebook memes and well selected social shares on LinkedIn and Twitter may provide amusement and enjoyment.

It all boils down to giving your target audience something they can use. The creation of different sorts of information for job searchers at various stages of their search requires a strategy, timetables, deliverables, and tasks in addition to a single owner who is knowledgeable about how to do so. The need for and demand for career-related information will decide your talent acquisition strategy. Marketing won't be able to provide you the personalized content and message you need; it's also much too crucial to produce on the spot.

Coordinator Of Social Media

Expertise

Knows how to connect with and engage prospects through social media best practices, tactics, and new networks, among other things.
Develops and manages the firm's social media presence, which includes interaction, execution, and social marketing and promotions.
Creates social identities and has knowledge of how to use social media platforms to connect with certain demographics.
Follows the leading news outlets and influencers to remain up to date on the latest developments and rivalry, and carefully selects stories that are relevant to your network.
The click-through rates, conversion rates, and traffic sources define the caliber of social media followers.
Promote the use of social media among your colleagues (recruiters, employees, sales, etc.)
Real-time responses to queries and one-on-one conversations with candidates via social media.

Why Do You Need This Position?

Even if this post has already been filled, it's time to step up your social recruitment efforts. A Jobcast study found that 94 percent of businesses utilize social media for hiring, with 73 percent reporting to have done so. Do you, however, have a well-thought-out plan in place for social recruitment? Each social network that candidates could use, as well as the social identities of certain demographics, will have a communication plan developed by a specialized social media coordinator or team member in charge of this channel. He or she will continuously monitor trends, direct and inbox messages, inquiries, and brand sentiment. One of the main reasons you need this position is to regularly communicate with prospects and track their progress.