Are you Marketing to your candidates?

Are you Marketing to your candidates? If not maybe, it’s
something you should think about in 2019.

At the start of 2019, the candidate market is looking the
way it did at the end of 2018. Unemployment rates are low, and candidates are
harder to come by. This has made sourcing and recruiting a bit more challenging
but workable! So, I had to ask my team what we can do to make sure we are attracting
the talent needed to fill the positions we have open, in particular, technology
positions that we have been working so hard to fill. Tech is where we are
seeing the biggest hole, there are so many openings and little talent to fill them

So, what can we do to get passive candidates to interact with us; and what can we do to attract more of the talent we need to fill the open positions that we have?  

Marketing. How is that different than the 3-5 emails these people have not responded to? We market to candidates about the client in general, not about the positions we have reached out to the candidates for.  We send news articles and quarterly reviews that are pushed out by our clients, on social media, and on networking sites. So instead of pushing the positions, we are now pushing the company and their EVP! (Employment Value Prop)

The point of marking to the candidate pools we are creating is to so show them the value in the client, not just the positions that are posted. These campaigns also show the candidates that we are actively interested in them and have not forgotten about them – even if they may not have expressed interest in the company or the positions that we have open at that time.      From our last marketing campaign, we were able to fill two positions that were open 300+ days! And it literally cost us nothing. If you’re not marketing to your candidate pools maybe it’s time you start.  Because other than a few hours of your week and a little online research, what do you have to lose?  

By Lindsey Roundtree | People Science Director of Client Services

From our inception in 1997, companies have relied on People Science to “break the code” of their toughest and most complicated recruiting efforts. Acknowledging the importance of taking a fresh approach when in a War for Talent, we challenge ourselves to create processes, methodology and “out of the box” recruiting ideas to bring resolution to our clients’ critical staffing goals. As a result we have completed many RPO projects in our tenure and consider ourselves pioneers in the field of Recruitment Process Outsourcing (RPO). People Science provides End to End, Augmentation and Project RPO Services.

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