28 February 2020
Marketers are experts in figuring out how to get the right message to the right people at the right time. They know how to use psychology, technology, data, pipelining, etc. to ensure people are ready to buy. Recruiters who take the best practices used by marketers and apply them to their own work can expect more qualified candidates, which will result in better hires, improved retention, and a stronger company.
Competition for top talent is fierce – 90% of recruiters believe we are in a candidate driven marketplace (MRI Network). If candidates are in control you’re going to have to make a real effort to appeal to them. 59% of companies are investing more in their employer brand (LinkedIn), and if you don’t join them you run the risk of losing out on talent.
If you’re not sure recruitment marketing matters, or you’re trying to convince a colleague, here are some quick facts that show the difference it can make:
- 69% of candidates won’t work for a company with a bad reputation (CR Magazine)
- 69% are likely to apply for companies that actively manage their brand (Glassdoor)
- 72% of candidates who had a bad experience shared it with someone directly (Career Arc)
- Organizations that invest in employer branding are 3X more likely to make a quality hire (Brandon Hall Group)
By learning to recruit like a marketer you’ll strengthen your employer brand, increase the volume of candidates, improve the quality of candidates, reduce your time to fill, and more.