Inbound marketing has been the most successful marketing method introduced in recent years for attracting sales-ready customers. It works because companies are creating value for prospective customers, which converts them into loyal buyers and long-term advocates. Just take a look at these stats to see how inbound marketing efforts are increasing success for organizations:
Content marketing generates 3 times as many leads as traditional outbound marketing, but costs 62% less.
Companies that automate lead management see a 10% or greater increase in revenue in 6-9 months.
Social media has a 100% higher lead-to-close rate than outbound marketing.
To adopt these new principles of inbound marketing, marketing teams have transformed and expanded, adding new positions like content strategist and digital marketer, as well as experts in social media, SEO and demand/lead generation.
So what can recruiters learn from this marketing transformation?
Talent acquisition teams need to be using current marketing tactics like content, email, social media, mobile, automation, and more to engage candidates through more than just jobs. The process used to be post a job to Monster and/or Careerbuilder, then get candidates. It’s not that easy, or qualified, anymore.
This article shares the five roles that you should be considering adding to your team as your recruiting organization develops and expands. It also discusses the skills and competencies vital to any good recruitment marketing strategy.