The term digital recruitment marketing refers to all of the strategies and tactics that an organization uses to find, attract, engage, build...
The term digital recruitment marketing refers to all of the strategies and tactics that an organization uses to find, attract, engage, build relationships with, and cultivate a talent pool, with the goal of selecting/recruiting potential candidates and adding them to the organization's network.
These strategies include the use of digital channels and social media, which allow more rapid, immediate, and simple contact between candidates and organizations (and their job openings). This approach integrates the principles of Inbound Marketing with employer branding and makes use of the leading job boards (Indeed, Talent.com, Jooble etc.).
More developed in markets with low unemployment levels, this also a key method in Italy, especially for companies who often seek candidates in specialized and competitive fields.
In fact, one of its greatest advantages, in addition to being able to reach wider audiences more quickly, is the ability to target desirable audiences (so that we only receive applications from candidates that match our requirements).
In a complex job market undergoing constant, rapid transformations, which the COVID-19 crisis has only exacerbated, finding the talent and professionals that companies need is not always as easy as it seems.
According to a recent study by ManpowerGroup, in Italy, although companies are currently experiencing unprecedented growth, 85% of employers struggle to find the talent they need.
Competition is fiercer than ever. To win, these players need ever more innovative and digital solutions.
Digital Recruitment Marketing arose to meet this need: to supply the companies who will use these strategies with a strong competitive advantage compared to other players on the global market and in the digital economy.
Today, candidates often behave exactly like consumers: looking for work is like making an important purchase! Before applying for a job opening, people spend more time looking at the company's social media presence and interacting with the brand directly. Not only do they learn more about the brand's products and services, it is also a way to glean more information about the company's values and whether its mission is a good fit.
That is why recruiters and hiring managers must start to think like marketers and introduce marketing initiatives into their recruitment strategies. Basic recruiting is no longer enough: instead, recruitment marketing strategies must highlight, grow, and improve brand awareness. This allows the company to stand out, building an attractive image and reputation as a workplace which will draw external talent and transform these candidates into effective employees for the company's short- or long-term goals.
