Today’s job seeker is far more subjective. He builds his opinion based on what his friends say online about the organization that he is interested to apply. In this transparent web world, companies have the onus of providing a great experience for both the existing employees and potential hires. Again, recruitment marketing helps build a platform to build and nurture a strong working relationship with the right candidates. The ‘spray and pray’ era is over and oftentimes we find the best of the candidates off the market within a few days of being seen first. It has thus become the need of the hour to be aware of the pool of warm hiring leads that you can approach as and when a position opens up, thus greatly reducing the ‘fill-up’ time. Some of the best recruitment marketing tools that have given results are discussed here.
Social Media as Recruiter’s Voice
Smart employers poach for employees through various channels. Some of the professional networking plugins are LinkedIn, Facebook and Twitter. Meet ups are another way of connecting with potential candidates. Here, you go a step further and actually get to interact with the job seekers in person. Forums are simply meet ups, the online way.
Tools That Capture the Employees’ Data
Having the right recruitment marketing tools that have the feeds of all the data of the past and current employees of the organization is a great way to channelize a vast pool of candidates internally. You never know when a need arises for a new position wherein a particular employee’s specific skill set could be put to use. The data will help bridge the skills with the competency requirements.
Mobile Savvy Online Forms
An average American spends approximately 150 minutes a day on his smart phone. Many job aspirants browse opportunities while on the move. It is imperative then, to make the career pages fully optimized for mobile. That means creating short applications and smart upload methods for CV via Dropbox, for instance. Failing to leverage the mobile importance can make you lose potential guys to your competitors.
Once you have rolled out an offer and got the new employee on board, just don’t assume that your job ends here. New hires are very observant in the first four months of their new role. They indeed do ponder upon the fact if they have made the right decision of joining your organization. Though paid surveys cost you a few dollars to check on your new employees’ engagement within the organization, it is worth it as you have a chance to rectify any misunderstanding and avert the hassle of losing a good candidate and getting back to square one!
Finally, every kind of marketing requires a human touch. The way the applicant is received and treated – right from user experience while uploading CV up till the offer getting rolled – is sure to go a long way in increasing your hiring success.