What is Recruitment Marketing and Why it Matters

Professionals attached to both sides of a magnet

There was a time when job seekers would eagerly await the arrival of the local Sunday newspaper so they could study the open positions in the classified ads and promptly submit their cover letters and resumes. The evolution of technology has transformed the way employees seek their next career move, which means that companies who want to stand out from the crowd must adapt to the current trends in order to attract and retain exceptional team members. Simply put, recruiters are now thinking like modern marketers, which has fueled the emergence of recruitment marketing.

Prospective employees are mimicking consumers when they search for career opportunities. Candidates are informed, savvy, and selective. They research potential employers with the same depth that they do while looking for a home, an automobile, and any other significant purchase. Whether they use a smartphone, a tablet, a laptop, or a desktop, prospects are on a mission to find companies they deem an ideal fit.  They have a plethora of resources available to learn everything they can about your company before they apply. Today’s recruitment marketing strategies must focus on your company’s culture and brand, and not solely on the open positions, or your prospects will direct their interest elsewhere.

Candidates have access to tools like Indeed.com and Glassdoor, which offer insight into a company’s typical compensation and benefits, interview process, and culture. Social media forums like LinkedIn, Twitter, and even Facebook are outlets job seekers peruse when determining whether or not to pursue a position. The way to capture a candidate’s interest is through recruitment marketing that defines who you are as an organization.

What is Recruitment Marketing?

A company’s recruiting and marketing departments once worked separately from one another. Now, because the battle to attract and retain talent is more challenging than ever, professional recruiters and internal human resources departments alike are implementing recruitment marketing strategies.

Just as it is a seller’s market in the real estate industry because the inventory of homes for sale is less than the volume of prospective buyers, the job market favors prospective talent since the unemployment rate is the lowest it has been in 50-plus years. Considering this, it makes sense that employers have to work harder to reach quality prospects.

Recruitment marketing provides a blueprint for employers to build and showcase their employer brand and enhance brand awareness. Just as it is important for businesses to elevate brand awareness for consumers, it is equally vital to promote the brand to prospective team members. This is why recruitment marketing strategies are created to reach and interest individuals who are actively searching for opportunities, as well as experienced talent who is currently employed.

Why Does Recruitment Marketing Matter?

Traditional recruiting tactics alone are no longer effective. Today’s job seekers are more interested in the culture and mission of the organization they will join than what’s offered for compensation and benefits. Salaries and benefits are relevant, of course, but in a competitive marketplace, it is becoming more important for organizations to implement and communicate a meaningful purpose. Simply put, candidates want to know why a company in business beyond the purpose of making money.

Developing a Recruitment Marketing Strategy

When determining a recruitment marketing strategy, think about your own preferences as a consumer. The internet is an integral part of nearly everyone’s lives, and there is stiff competition for your attention and time. What happens when you visit a site and it does not captivate your interest? Chances are, you venture to another site. Perhaps you peruse Facebook, check your favorite sports blog, or click on a YouTube video. Job seekers have the same mentality. If your recruitment marketing is subpar, you will likely lose visitors’ interest, and an ideal candidate for your open position may end up on another company’s team. This is why it is essential to not only invest in surface-level recruitment marketing, but to also implement an exhilarating recruitment marketing strategy that keeps prospects interested throughout every stage.

Recruitment marketing also allows companies to tap into the passive market; namely candidates who are not actively searching but are open-minded about new opportunities.

Today’s candidates prefer, and even expect recruiters to communicate with them in a personalized manner. Recruitment marketing allows companies to deliver a personalized experience that entices prospects at every stage of the hiring process.

How Can Recruitment Marketing Help Employers Connect With Qualified Candidates?

Recruitment marketing is important, but even a clever and engaging campaign will not have a significant impact without an effective employer brand, which includes an employer value proposition.

Attracting candidates through employer branding

Your employer brand is your reputation with prospective, current, and even former employees. Employer branding impacts every aspect of your company. Outstanding employer branding helps attract and retain noteworthy talent.

Amid all the competition, prospects want to know why they should join your team over other companies. Multiple studies indicate that employees will not remain with an organization long-term if a healthy salary and benefits package is not accompanied by an inspiring mission and an inviting culture.

When you create a strong employer brand and introduce a creative recruitment marketing strategy, you will attract a high volume of attention from qualified candidates. At this point, it is critical to effectively assess the prospects and build relationships with them. Email drip campaigns are among the ideal ways to initiate relationships that allow you to convert interested job seekers into valuable team members.

Reaches appropriate audiences

Recruitment marketing is also valuable because a cookie-cutter approach to finding qualified team members is not ideal. A recent college graduate with minimal professional experience is different than an executive who has climbed the corporate ladder and has extensive leadership skills. They are at different stages of their respective careers, and they do not speak the same language. A well-planned recruitment marketing strategy will pinpoint ways to reach all audiences at every level for your job openings; from an entry-level position all the way to a C-level executive.

Baby Boomers and Millennials have drastically different preferences for consuming information. The industry you are hiring for also determines your recruitment marketing strategy, such as inbound recruitment. Advertising agency professionals, for example, usually have different mindsets than engineers. In most cases, people in the legal field think differently than health care professionals. Recruitment marketing that directly targets your intended audience is more effective than a one-size-fits-all campaign.

Key Takeaway

4 Corner Resources (4CR) is an experienced and innovative leader in helping companies like yours find skilled and qualified team members for your vacant positions.

We offer staffing solutions for businesses of all sizes – from startups to SMBs and large corporations throughout the United States. Our knowledge and passion for what we do, and our flexible terms and conditions, set us apart in the world of headhunting and recruiting.

If you need help identifying the right candidates for your vacancies, we welcome the opportunity to connect! We’re on standby to help you transform your workforce and find the ideal candidate today!

About Pete Newsome

Pete Newsome is the president of 4 Corner Resources, the nationally acclaimed staffing and recruiting firm he founded in 2005. His mission back then was the same as it is today: to do business in a personal way, while building an organization with boundless opportunities for ingenuity and advancement. When not managing 4 Corner’s growth or spending time with his family of six, you can find Pete sharing his sales and business expertise though public speaking, writing, and as the host of the Hire Calling podcast.