Recruitment is Marketing : Part 1

Recruitment is Marketing
4 part series to uncovering hidden talent

Introduction
About this series
This four part web series will discuss the future of talent
acquisition, the challenges and how we rethink the way we
approach recruiting. The first part of the series will explore
the current state of recruitment, what works and what
doesn’t. The following installments will focus on how and why
recruiters are moving towards a marketing orientated, social,
and global approach. The last installment will wrap up
anything left unsaid and open up discussion on the current
and potential trends.
Introduction
Why Employer Branding
Creating Your Employer Brand
Mistakes To Avoid
Preparing for the future of talent acquisition,
and overcoming the challenges means
rethinking the way we approach recruiting –
and recruitment marketing. With varying
degrees of opinions, it appears that most
recruiters believe that spending majority of a
recruitment budget on job board advertising
alone is probably not going to cut it that
much longer.

RECROUP | Recruitment Is Marketing: Part
1
“Every business
executive I have
met with over
the past three
years has
expressed the
same
challenges:
finding qualified
talent, retaining
them and
75% of talent is
open to
switching jobs

1
Focus on Quality of Hires
Emphasis on Social Networks
Active and Passive Candidates
Talent Branding
Mobile Recruiting
Q
.
How is your
organization
adapting?

Long term strategy for
companies to build their
employer brand.
Building a multi-channel
communication strategy with the
external talent pool.
Identifying sources to increase
inbound talent applications and
reducing expensive out-bound
efforts.
Recruitment
Marketing
Marketing and recruiting are becoming
inexorably intertwined, with recruitment
marketing emerging both as a distinct
discipline and a core competency affecting
every part of the talent acquisition cycle.
Preparing for the future of talent acquisition,
and overcoming the talent shortage (real or
imagined), means rethinking the way we
approach recruiting – and recruitment
marketing.
For recruiters, that means increasingly
thinking like a marketer, and adding some core
marketing competencies into their talent
acquisition toolbox.
1

Why employer branding?
Who are you? Why
would I want to
work for you? 70% of candidates in a recent survey
reported they wouldn’t take a job with a
company with a bad reputation, even if
they were unemployed
1
3 out of 4 companies plan to
highlight company culture to attract
talent

Candidates like to search company
workplace reviews
Nearly 65% candidates find other
company employees on LinkedIn
before applying for job
People are connecting, make sure that
you are connecting as well
85% of
job
searches
start with
a search
engine
1

Build an experience & people will talk
about it
1

It is not about
your
product &
services RECROUP | Recruitment Is Marketing: Part
1

It is about People
1

Recruitment Is Marketing: Part 1
What makes you an attractive
employer?
Why would someone like to join
your team?
Why would someone stay in your
company?
Where to start
What is your company’s mission
and vision?

Learn from your employees/candidate experience
Listen to your employees
Engage in constructive conversation
Establish transparency
1

Think like a marketer.
Promote your
employer brand to
attract the best talent.
Train employees with
appropriate use of
social media.
Your employees are your
employer brand ambassadors.
Take your ambassadors to
career fairs.
1

Where to
Begin?
Your career page is the central hub for your talent brand . Use this
space to showcase your culture and what it means to work there
83% of corporate career websites have less than 15% return rate.
1

Convey your mission and vision, not
your product and services.
Create engaging and relevant content.
Social media is important and use
platforms to increase your reach.
It needs to be mobile optimized
1

Improve
your job ads
1

Job description should reflect your
employer brand
Tell reader why they should apply for
this job
Job posting should motivate people to apply,
not confuse them
I didn't have time to write
a short letter so I wrote a
long one instead
1

Track the performance
Use analytics and data
Understand your visitors
and audience
Use tools like Kissmetrics
and Crazyegg
1

I would
rather see a
sermon than
listen to one
Assuming you
know what
employees value
1

Lack of employee
value proposition
Simplify what
differentiates
you from the
competition
1

EVP not integrated
into all touch
points
Determine areas
to enhance the
employer brand
experience
1

Being internally
focused
Solicit
feedback
from all
stakeholders
1

Lack of digital and
social strategy
Employer
branding is a
long term
strategy
1

Who are you? Why
would I want to
work for you?
1

Think like a
marketer. Promote
your employer brand
to attract the best
talent RECROUP | Recruitment Is Marketing: Part
1

The very best employee
branding programs focus
on showing rather than
telling
1

About
Recroup
Recroup is a job ad platform
that is challenging the
conventions of recruitment.
We enable recruiters to reach
highly targeted candidates
beyond the traditional
channels. Effectively
breaking the clutter and
shortfalls of conventional
recruitment.
With Recroup, recruiters can
easily converts job postings
into engaging banner ads &
publish them where
candidates actually spend
Follow us on Twitter: @Recroup
Follow us on Facebook:
facebook.com/recroup
Follow us on LinkedIn:
linkedin.com/company/recroup
Josh Tinkler-Josephi
josh@recroup.com
Amit Chauhan
amit@recroup.com
www.recroup.com

Recruitment is Marketing : Part 1

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