Sherrie Suski explores recruitment and recruitment marketing.

1. Recruitment versus
Recruitment Marketing

2. Whatis
Recruitment?
 Recruitment is the end result of an effective
Recruitment Marketing Strategy. Recruitment is the
process of moving interested candidates into successful
hires.

3. Recruitment
Application
Hire
Selection
In order for Recruitment
Marketing to turn into a
successful Recruitment
program, you have to be able
to turn interested candidates
into qualified, vetted hires.

4. Awareness
Consideration
Interest
Application
Selection
Hire
Recruitment
Marketing
Talent
Acquisition
Recruitment

5. EaseofUse
 The application stage is not only about the application
itself, but the ease of use for an applicant. More than
25% of applicants will prematurely end their
application process if it is too onerous. Especially in
today’s environment f low unemployment, your
application process needs to be easy and easily
accessible from mobile devices.
Application

6. Candidate
Experience
 Looking at your candidate’s experience through their
eyes is a valuable exercise. Ask candidate’s who later
become employee’s to complete a questionnaire on what
they liked and what aspects of the process could be
improved. Think of it in terms of providing an entire
experience.
Selection

7. Benefits of providing positive candidate experience 7
.. of candidates are more likely
to apply again if they had a
positive candidate experience
the first time
95%
.. of candidates who had a
positive experience would refer
other to apply
97%
.. of candidates with a positive
experience would increase
their purchase with the
company
88%
.. of candidates with a positive
experience would tell their
social networks about that
positive experience
55%

8. Interested
Candidates
 Active job seekers are busy on multiple social media
sites and pursuing ads that are of interest to the.
However, they make up only 36% of the candidates
that might fil you positions.
 Passive job seekers are those that are relatively
content where they are but would make a move if it
was rally compelling. Over 90% of professional fall
into this category. Think about the pool of successful
candidates that you are ignoring if you only focus on
active job seekers
Hire

9. Talent sourcing and passive job seekers
90%
9
36%
.. of global professionals are interested
in hearing about new job opportunities
.. of them are actively looking for new
job opportunities

10. Thank you!