Revisit Your Talent Strategy to Recruit Like Marketers

Apr 20, 2016

Today, talent sourcing is increasingly about marketing. Job seekers have plenty of opportunities and professional options to explore. On the other hand, organizations cannot afford to lose potential employees. They need to retain their existing talent and develop goodwill, with job seekers as well. Simply said, this is akin to marketing. The principles are the same.

In a world driven by digital technology and engagement, it is but natural that organizations must leverage these resources to connect with job seekers so as to attract and interest the rightly talented people. This works better in comparison to a reactive situation when recruiters run around frantically to fill vacant positions which need to be closed on an immediate basis.

The question is, what has marketing got to do with recruiting? If you look closely, then you will notice that the principles are the same. Recruiters advertise job positions, attract job applicants, converse to figure out their capabilities and make job offers. When they are impressed with the skills of any particular candidates, they do all that they can to convert them into their employees. They might pay more, agree to certain terms put forth by candidates or compromise on location. This is because everybody wants and needs the ‘rightly talented’ people in their organizations based on the belief that the right people will contribute substantially for the overall progress of the organization.

The obvious place to be is in social media. In short, the entire world wide web where everybody hangs out. Organizations are already using social media to attract job seekers and develop their brand image. But, this is no more enough.

Talent Social uses Contextual Intelligence to Apply Marketing Rules to Recruiting

First and foremost, marketers begin by researching on their target audience. They collect data and assemble profiles of customers, with a firm understanding of their preferences, attitudes and interests in making a purchase. They use social media to connect with customers in different digital spaces. They are experts in the arts of engagement and persuasion.

Talent sourcing today needs to take a page from the marketing playbook to be effective.

Finding the Target Audience, both Active and Passive Job Seekers

Recruiters need an intelligent technology which is not just limited to collecting data from the world wide web, rather one that helps make use of the data by extracting its essence, by generating and directing its ‘context’ for higher purposes.

Marketers seek out places where their target audience could be found. After all, everybody these days if not present in the internet space, at least leaves footprints on the web. This data reflects their dispositions and skills. Spire’s Talent Social uses contextual intelligence technology which searches the entire web and builds richer profiles of potential candidates, giving a more complete perspective of their skills and talent.

Build Relationships for Talent Engagement, Forge Branding

Next, marketers make efforts to build their brand and gain customer loyalty. They display their products, give demos and execute campaigns to engage with their target audience. They communicate the value of their products.

Talent Social helps recruiters create, own and manage their own social ecosystem to attract and engage with candidates. The ultimate purpose is obviously to convert them into potential employees. Even if this does not happen in all cases, they get the opportunity to communicate about their brand and value as an employer. Recruiters could leverage by building relationships and establishing rapport; invite job seekers to events and seminars; provide career advice and share job vacancies when the need arises.

Closing the Deal – Converting Passive Job Seekers into Employees

For marketers, the end goal is to make a sale. Applying that analogy to recruiting, HR recruiters aspire to fill vacancies with the rightly skilled candidates. With rich social and search functionalities, recruiters get to build warm relationships with candidates using Talent Social. This goodwill building effort has the chance to culminate into the conversion of the best passive job seekers into employees. This is recruitment with lesser expense and in shorter time.

  • Source better talent

  • Create a rich pool of talent

  • Reduce time-to-hire

  • Employer branding

  • Reduce agency costs

Employers need to also appeal to job seekers to attract the best talent. Revisit your talent strategy and start recruiting like marketers.