It's an Exciting Time to Be in Recruitment

It's an Exciting Time to Be in Recruitment
From Recruiter - January 9, 2017

It seems pretty clear that the recruitment industry has reached a major tipping point. The battles we face in the coming years are quite different from those we have toiled with to date.

Reflect on this for just a moment. For decades, we have battled with how to reach the right candidates with our recruiting messages. Newspaper advertising, job boards, resume databases, Google AdWordsall were part of an ongoing struggle to have our recruitment messages seen by the right people.

Except thats no longer the challenge, is it? Candidate sourcing and targeted social advertising have evolved to such a degree that reaching the right people is no longer our main challenge. With the right licenses and training, recruitment teams worldwide can reach candidate audiences that they could only have dreamt of just a few years ago.

The battle today is all about candidate conversion. If everyone can reach the right candidates, the winners and losers in the war for talent will be determined by which recruiting teams become most effective at converting potential candidates into actual applicants (and ultimately hires).

Against this backdrop, I was interested to learn from Steve Walker, founder of recruitment marketing platform idibu, about the main themes he heard experts talking about at 2016sHR Tech conference in Chicago. Its no coincidence that all the experts he spoke to were forecasting a rise in technologies and partnerships that would further recruiters efforts to interact with candidates andconvert possible interest into applications.

So, what were some of the hot topics at HR Tech 2016? Heres what I learned from Steve:

Embracing Mobile

Of course, being more smartphone-friendly has been a theme for a number of years now, but Steves conversation with Aaron Charbonnet uncovered some really interesting data. Aarons company has shown that it takes people two days to respond to an email, but it takes people less than 20 minutes to respond to a text. This holds out the intriguing promise that if you can increasingly communicate via mobile messaging, you can really drive down time-to-hire figures.

Recruiters have been slow to embrace mobile messaging to date, perhaps because they perceive it to be too intrusive. The reality is that this is an increasingly acceptable form of interaction with candidates, owing in part to the growing influence of millennials. Whether your company innovates here could have a dramatic impact on your hiring effectiveness over the coming decade.

Recruitment Marketing

Matt Alders observation was that the prominence of recruitment marketing has really shot up, with lots of new entrants trying to get into the marketand indeed marketing themselves aggressively at the event. While stressing that recruitment and marketing are very different beasts, theres an increasing realizationthat a lot of the approaches that marketers use can be leveraged by teams of recruiters. The challenge is building recruitment marketing platforms that recruiters are able to deploy and that have translated whats working well in the broader marketing world into recruitment-specific offerings. The more effectively we can engage with candidates and retarget our messages to them (both before and during the hiring process), the more we can expect to drive up our candidate conversion rates.


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