2014: The Year of Recruitment Marketing

Modern recruitment professionals understand that the talent acquisition universe has changed. Candidates are like consumers. They have choices. They research a new employer the same way they research products they want to buy, and they expect the process of engaging with a prospective employer to be hyper relevant and transparent. It’s no longer enough to have good jobs; if you want to attract today’s top talent, you need to leverage your employer brand, culture, benefits and growth opportunities, and prove that yours is better than the competition.

To proactively attract and engage today’s consumer-minded candidates, modern recruiting organizations of all sizes are adopting best-practice marketing principles and finding an edge through recruitment marketing. Traditionally, a recruiter’s job is to convert applicants into hires. A recruitment marketer’s job comes first: to attract leads and convert them into applicants, so recruiters have more qualified applicants to select from.

Gone are the days of using the same two channels every time you need to find a candidate. Candidates are finding jobs today in a lot of different ways, and we need to adapt our strategies to suit this.

We’ve gathered some predictions for the future of recruitment marketing, and the use of technology therein. Download this white paper to learn more about the technology problem in modern recruiting, consolidation in the recruitment marketing space, 360-degree analytics, and device agnostic recruiting.

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