How Recruitment and Marketing are interrelated.

You cannot hire or get market’s attention unless you think like a marketer with the intention of creating a buzz about your company that “We are hiring” or “We are the biggest in the market” – that’s how people will contact you for working with you in future as well.

Getting your company’s name registered in people’s mind as a credible employer is essential these days; a job description and fancy package don’t work anymore – when it comes to recruitment. This fact has been lately established by various companies, time and again – which is why employers are taking notes from marketing and branding to portray the company as a developed and trustworthy employer –with the aim to build it till everyone just wants to work with them. However, the worth of branding and marketing is difficult to track, but building a brand name that will remain associated with employees and people in general for longer than usual times is even more demanding.

Human Resource Management directly deals with our people, predictably the way we draw the employee’s attention and how we acquire them. This is where the employment relationship initiates, where they build their expectations around that liaison, and thus, eventually what impacts it is whether that relationship turned out to be fruitful and long-term or not.

How Recruitment works.

Recruitment is basically a complete and precise process of identifying and recognizing the potential candidates – for that particular job description and company – and playing around it to get the resources onboard and leave a long-lasting impact so candidates can reach out to them in the future too. And, this entire phenomenon is pure marketing, to be precise, the employer’s branding. In some countries and companies, even today, Recruitment and Human Resource Management are popularly considered as two different fields and departments, however, technically, they are not.

How Employer Branding works.

Every forward thinking HR, Recruitment and Talent Acquisitions departments and agencies are already capitalizing on their employer branding for hiring resources. However, the most common reason for unsuccessful efforts is figured due to lack of a well-planned and defined strategy, in order to get the desired results.

How to Bring the Metrics into Line with Talent Acquisition Goals.

There are multiple ways to gauge the success rate of your employment branding efforts, and as the field grows, more metrics are predicted to develop. I am enlisting the crucial points on which the success of employer’s branding typically depends and the employer or HR can easily figure out the outcomes by calculating these:

- Retention Rate; how long they stick with the company.

- Employee Engagement; how much the newly hired endorse the company and if they ever recommend someone after joining.

- Quality of Hire; the work and business they brought ever since they joined.

- Cost per Hire; after deducting all the expenditure on marketing and hiring.

- The number of applicants received for each job.

Allocate Budget Based on Past Successful Hires

The matter of fact is, most of the times, it is hard to justify the invested resources in marketing and branding, and even harder to demonstrate that it’s actually working and making a difference. The best way and the most practiced idea is to dedicate particular email IDs or phone numbers in order to keep a track of outcomes on all the invested sources. An even more popular methodology is when they ask you right away during the interview while submitting the job application or at any stage of recruitment that “how did you hear about this vacancy?”.

To get even more accurate answers, employers or HR typically ask the newly hired candidates on their very first day of joining on how they got to know about this company or this particular job. In the US, the majority of the companies rely on internal referrals, and they usually even offer referral bonuses if their recommended candidate gets hired. According to the most of the hiring managers and some recent researches, referrals from existing employees actually save a lot of time because those candidates know what the job and company are about. Plus, the internal referral would also habitually suggest someone who is the most suitable and qualified candidate for the company and who matches the job description the most.

Thus, whatever invested sources show maximum progress, start allocating some dedicated amount for those sources. Experimenting is good, but it should always be in proportion; if you are constantly mindlessly experimenting new sources, you would not be able to capitalize on the potential already in the right direction or might even lose them due to negligence.

Investing in the Right Channel.

Again, the last point brings the most resourceful source into the limelight. However, you also have to keep in mind the employer’s branding. Make sure while selecting the source of the hired candidate or a digital marketing agency, the channel to which you allocate an amount of investment should have marketing aspect too, so it remains with the public and the sense of association keeps nurturing in the background.

Design The Right Strategy.

As discussed somewhere above that the only reason a well-executed and super hyped marketing could not achieve the expected result is that they were not wisely strategized. Therefore, in order to ensure success after investing money, time and resources and to actually get something out of it ultimately, invest more time in planning and strategizing. Focus on working smart, not hard.

An added suggestion for brainstorming and finalizing the plan is to:

- Keep the approving team to as minimum a number as possible. Do not involve more than 2-3 people, because too many cooks in the kitchen end up ruining the taste of the product they are working on.

- The best method is to involve and invite all of the stakeholders who can approve or disapprove the ideas, nonetheless, establish clear outlines of ultimate decision-making.

- The reason behind keeping it kind of low-key is because more often than not, when a great innovative idea goes through a number of people then eventually, in such scenarios, the approved idea is less unique and gives an impression of repetitiveness. As a matter of the fact, the core reason behind uniqueness is made by one or a few individuals who feel free to be bold, not a group of sheep who eventually follow.

What is Erecruitment and how it works:

Erecruiting fundamentally deals with attracting, recruiting and retaining the job seeking employees after they get hired through the use of the internet. It is also popularly referred to as Internet recruiting, virtual recruiting, online recruitment, or eRecruitment. Out of all the Americans, who were searching for jobs, about 79% utilized online resources.

Conclusion:

If recruitment is the point where HR meets marketing simply by executing employer’s branding and diving straight into conventional marketing then our marketing campaigns for attracting talent should also be run and dealt with as real strategic gambits. Marketing and branding campaigns - in fact, talent acquisition - fundamentally refers to as a well-defined and calculated method of finding and identifying, attracting and then consequently on-boarding the most potent talent with the intention to proficiently meet dynamic business needs.

I had been recruiting in California for quite some time now, particularly in cox Santa Barbara, the only thing that has stayed with me like a rock-solid backbone all this time was my Cox provider. There were times when I had been headhunting online and sometimes all alone as a freelancer when I initiated this venture.

Yet, it all depends on which metric do you utilize. On the off chance that your business is filling top official positions, the number of candidates won't fit your specific business objective. In the situation that you are filling positions for an industry with an expectedly high turnover rate, you should need to center around cost per recruit. So everything relies upon your destinations and ability securing objectives.

The quantity of utilization is the standard metric by which numerous Employer Branding programs are judged. A superior Employer Brand pulls in more candidates. The issue, however, as indicated by this article, is that there are plenty of different reasons why application numbers can change based on the Employer’s Branding and how smartly that is being utilized.