HR marketing - Why it is important

Any organization big or small to attract and retain the best talents towards them, have to market themselves, the job opportunities, the training programs for the internal employees and make them stand out.

Attracting, engaging, and retaining top talent is a high priority for executives, and most companies place this responsibility on HR. According to the PwC 18th Annual CEO survey, a full 73% of respondents are concerned about the availability of talent – a 10% increase from 2014. Executives worry that it’s getting harder to recruit and keep the people who are both skilled high-performers and ‘fit’ within their organization’s culture. And without top talent, maintaining a competitive advantage, adapting to industry change, and growing business is nearly impossible.

So... how do you reach out to the top talent..

HR Marketing is key.

hiring experience
employer brand
employee experience

are some of the things you will be hearing a lot in 2020.

Recruitment = Sales + Marketing + Branding

Recruitment: simply put is finding the right candidate for a role within a time frame using various methods.

Sales: answer the demand in the market by converting candidates to customers. Recruiters are always speaking to potential candidates to convert them to customers.

Marketing: strategies demand in the market by adapting to product, price, place, and promotion in anticipation of, or in reaction to, the market situation. In a very competitive market, recruiters constantly change their promotions tactics to ensure that they get the best candidates faster.

Branding: is intended to imbue the brand with an identity: something aking to an archetypal human personality, designed so that the trademark becomes a potent symbol of that archetype. Some recruiters are a brand in themselves for the quality of service they provide and leverage on that to generate more business.



Ref:

http://duffy.agency/blog/difference-between-marketing-sales-and-branding/

Recruiters - Superhero?

Recruitment - Farming vs Hunting

Recruitment is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job.

Finding the right person for a job is a challenge.

There are two strategies.

Farming: You work with a small pool of candidates for skills that niche or specialist. You keep the candidates engaged with market trends, multiple job opportunities and always work with them to ensure they get the right job. This is a lengthy process and candidate management and people skills are of key importance.

Hunting: In high paid roles that are difficult to fill, the hunter is constantly sharpening his/her skills to find talent. Your networking and search capabilities are top-notch. Every role is a challenge and some can be very time-consuming. The ability to wait for the right kill is very important as you want your client to be presented with the best candidates that the market has to offer.

What is the best strategy?

An 80-20% mix is a great strategy to have. I would personally go with 80% hunting and 20% farming.

Happy recruiting!

Branding - As a recruiter, you are the brand!

The American Marketing Association defines a brand as “A name, term, design, symbol, or any other feature that identifies one seller's good or service as distinct from those of other sellers. 

Are you a brand ambassador for your company? As a recruiter, you must be.

All of us need to understand the importance of branding. We are CEOs of our own companies: Me Inc. To be in business today, our most important job is to be head marketer for the brand called You. 

– Tom Peters in Fast Company

You, the recruiter, is the voice, face and brand for your company and that is what's going to make the difference.

Is it easy, definitely not!

Building a profitable personal brand online is not a sprint and something that happens overnight. Don't aim for perfection early on. Instead allow your brand to evolve naturally over time and focus on providing massive value and over-deliver to your target audience. Then you will get more clear over your message and brand as well. Always remember that! – Navid Moazzez 

The 1 Thing ALL #Marketers Need to Know

https://www.linkedin.com/video/live/urn:li:ugcPost:6637689720472244224/

Recruitment - a constant learning process

“Wisdom is not a product of schooling but of the lifelong attempt to acquire it.” -Albert Einstein

And recruitment is a constant learning process.

Every call with a client or candidate is a learning process.

So it is necessary to pick up the phone and speak to both your client and candidate to ensure that you -  the bridge between the two, handholds both together to ensure a pleasant journey.

If you stop learning, a recruiter is like deadwood.  

Why is feedback important in the recruitment process?

Everyone wants to hire as of yesterday!

Clients/Business Owners/Hiring managers - all want to hire as of yesterday. But will they invest in the hiring process with even the least effort of giving feedback?

That is the issue most recruiter face. Feedback..

Proper feedback will help the recruiter modify his/her search and find the right candidate faster.

Not all process can be automated.

Feedback on why a profile is not suitable has to be given in a perfect work scenario...

But then nothing is perfect...