Recruiter becomes Marketer : Is the need of an hour?
Winning over the top talent is becoming tougher and tougher for employers, as they face fierce competition from rivals offering fancy benefits and packages, not to mention that the candidates are becoming more choosey about the kind of culture they want to work in and the reputation of the company. So it’s time to think more like a marketer in order to attract the best candidates for your clients. In order to stand out from the competitors and engage your target market, you’re going to have a treat candidates more like consumers who you are selling your product (Offering a job role) to.
To Identify where potential job candidates may be, develop your "candidate persona".
Having candidate persona is a huge digital recruitment tool that will give you a good understanding of the typical behaviors and goals of your target candidates, and will help recruiters know who to target. Knowing your candidates beyond there resume.
A good starting point is by building an effective employer brand, as a candidates want to know what it's like to work at the business and how they could fit in. ( Moving beyond the JD).
83 percent of candidates are active on Facebook, 40 percent are active on Twitter and 36 percent are active on LinkedIn.First impressions matter and for most organizations that impression is made digitally, especially to prospective candidates.First, you need to make it easy for prospective candidates to find and apply to your jobs (ex. modern candidate UX and job proliferation).Next, your potential candidates need to be able to learn about your organization. There is extensive information online, and you want to be aware of and help control the messaging about what it’s like to work for your organization (ex. optimized digital footprint with a clearly defined employee value proposition).And finally, you need to make the process efficient for your internal team to review candidates that have applied and get back to them in a timely fashion (ex. streamlined tech stack and talent acquisition processes).
Building up integrated soft skill model, having online assessment for the candidates. This will help to have quality hires.Your goal should be creating a great virtual candidate experience. Building Your Pipeline Ahead of Demand:Even if your clients aren’t hiring today, you should identify the talent your clients need in their organization and develop those relationships to secure those candidates when the need arises. While other organizations wait until they have an open role to start sourcing – you will be prepared with A+ talent that will help you navigate and transform your business to meet market changes. Moving from Sales to Strategic Advisor: A consultant or a recruiter must be more flexible and agile towards the new situation and act as a strategic advisor more towards the client. Offer clients more of advisory support on the market trends, compensation & Benefits competencies, Employer branding. Become more responsible and accountable on the deliverables.