Corporate recruiters are posed this question every day. However, in today's recruiting environment the answer is becoming more and more complex. Not only are recruiters being continuously bombarded with new positions that need to be filled quickly with top quality talent but they are presented with a slew of options to use in order to recruit and source this talent that makes it even more confusing. (Not to mention trying to track all these sources with recruitment metrics so they know what's working.)
We get asked every week by customers and prospects, what should we be doing in order to attract more qualified candidates? In looking at the wins of our customers as well as other success stories from recruiting organizations, here's how we see the process evolving from a recruitment marketing standpoint.
A recruiting organization receives a new job requisition and needs to start their recruitment advertising campaign. In the near future, we see recruiters managing most if not all these functions for a single campaign:
*All these activities will either be executed from a few point technology solutions or a single platform.
One thing you'll notice above is that we are getting farther and farther away from the "Post & Pray" model. While still important, running job distribution campaigns to various job boards is just one part of a larger process. All these recruiting activities can help your organization not only increase your overall applicant flow through better conversion but improve the number of quality of candidates that are coming through the door. It's your job to measure and track each activity in your process to see what works and doesn't work for your organization.
And then most importantly, evolve!
What do you think of the recruitment marketing process I outline above? Did I miss any activities or functions that you think are important?
Let me know in the comments or on Twitter @smashfly.