For as long as I have been in the recruitment industry we have relied on advertising jobs to attract candidates. I started using social media 6 years ago to help attract talent. I believe the evolution of social recruitment is bringing about a step change in our industry and this will mean recruiters need to change to be as productive as possible. So, are you a recruiter or marketer...hopefully both!!
What makes a recruiter?
In summary, recruiters advertise:
The paid, public, non-personal announcement of a persuasive message by an identified sponsor; the non-personal presentation or promotion by a firm of its products to its existing and potential customers.
What makes a "Recruiter Marketer"?
Recruiter Marketers use the full toolkit, attracting people to connect with them by showing their expertise not only in recruitment but also in the industry they recruit for.
Top talent these days choose to connect with recruiters that prove their knowledge and integrity. Most of all top talent connect with people! By simply advertising jobs in a non-personal way will not attract top talent. Top talent does not need to apply for a job as the Recruiter Marketers are already engaging with them and working towards their next big career step.
So are you a Recruiter or Recruiter Marketer? What else do you do to make sure you attract the best talent possible?
Quotes 'curated' from - About Marketing Laura Lake - Marketing Expert
I have had the privilege of gaining a diverse array of experience in both in-house FTSE100 and recruitment agency style positions. More recently I launced People Traction. Check out our services here.
Throughout my career I have been passionate about providing a seamless and enjoyable application process and have lead projects to design company websites, careers sites and job boards.
I have been instrumental in creating and delivering global proactive recruitment strategies and training recruitment teams in how to pro-actively resource passive and active talent. The results of delivering a pro-active recruitment strategy have shown significant reduction in time to fill, improved candidate quality and significant cost savings.