The ultimate purpose of Recruitment is to find the Right Talent, for the Right Vacancies and the Right Time.
If any of these goals are not met, companies struggle with any of the following:
- Struggle to fill vacancies, especially those associated with scare skills
- Receiving thousands of applications, but from candidates that do not have the relevant skills for the vacancies advertised
- Very long time-to-fill
When you hear the term “Employer Branding”, you can be forgiven for believing that its scope is limited to purely a branding exercise. Actually, using the term “Recruitment Marketing” gives one a much better understanding of what Employer Branding is all about.
Sales and marketing teams have relied on big data, analytics and predictive models for years to optimize and personalize the process of converting Prospects into Clients. Internal Recruiters need to use the same tools to precisely target the talent you want to employ. Using the spray-and-pray method has long been abandoned by the sales industry. It is time that you also abandon this method in Recruitment.