Within the recruiting function, marketing should be king, because when assessing recruiting processes, I almost always find that the foundation components that are most responsible for recruiting success all have a marketing focus. Rather than focusing on cutting costs or process-administration efficiency, recruitment leaders need to become data-driven marketing experts in order to fully understand how to attract, engage and sell top talent.
When hiring managers demand that we must land truly exceptional candidates, recruiters need to realize that it takes much more than the standard candidate experience to really wow and excite them. Instead, you must provide white-glove treatment that leaves a powerful impression that convincingly demonstrates that your firm really is different.
The demand for talent is at an all-time high. Of course, you already know that. But to snag the best people, you can no longer (and probably never could) rely on all-too-typical job postings to see who comes knocking. To make sure you’re meeting your talent needs on an ongoing basis, you’ve got to have an effective candidate pipeline.
A recruiter’s role in the candidate experience is just the top of the iceberg, says Marie Norman, director of talent acquisition Adobe. Norman leads the corporate functions team, which includes global marketing, finance, employee experience, legal, and corporate strategy
Hiring software engineers has become increasingly difficult this year, particularly in New York. If you’re like many of the startups we’ve worked with, there seems to be a widening divergence in hiring-manager target pay and candidate expectations, leaving both recruiters and startup leaders wondering how to respond. Should you raise pay to compete with major tech firms? By how much? What about internal equity for the employees already at the company?
While the topic of candidate engagement and experience with assessment has been written about many times before, the stakes are higher than ever. The prime directive for talent acquisition is providing an excellent candidate experience across the board because:
Job seekers are people. People get distracted. So, you have to ask yourself: “Are my recruitment marketing materials attracting and engaging job seekers”? To answer this question, understand the job seekers’ environment when searching for and applying to jobs.
If you’re reading this article right now, I’m guessing you’re the type of person who likes to consume anything you can get your hands on about TA. Anything from articles, blog posts, social media posts, videos, podcasts, reddit, conferences, and whatever other new channel gets thrown at us (TikTok, anyone?). And you do all of this to help learn and grow. I’ll even take it one step further and surmise that you are on top of not just the best-in-class TA strategies but that you are also intimately familiar with all the newest technologies in TA from AI to automation to CRMs to Tengai.
Universum’s annual list of “most admired” employers is out, with many of the usual suspects (Google, Apple, Amazon) topping the list. Not surprisingly, many of these top-40 brands also sit atop Kantar’s 2019 list of the most valuable consumer brands.