If you want to be a successful recruiter, you should learn how to think like a marketer!
Why do recruiters need to start thinking more like marketers?
The labor market has changed a lot in the last few years. The economy has recovered from the crisis and unemployment is lower than ever. Consequently, the power has shifted from employers to candidates. In the past, employers were able to choose among many candidates. Now, employers struggle to attract the attention of job candidates and convince them to apply for their open job positions.
These days, the main preoccupation of most recruiters is selling their open job positions to potential job candidates. They need to find a way to stand out from their competitors and attract the top talent. Successful recruiters have started using marketing methods and tactics in order to attract the best candidates. This gives them a strong competitive advantage over their colleagues who haven’t yet discovered the power of recruitment marketing.
How can recruiters think more like marketers?
Many recruiters find it difficult to apply advanced marketing methods and tactics. This is understandable since they don’t have the appropriate knowledge and experience in marketing.
However, there are some simple tricks you can apply in order to start thinking more like marketers.
5 ways recruiters can think more like marketers
Here are 5 ways recruiters can start thinking more like marketers:
1. Sell the job
Instead of listing all the job requirements and qualification you want to see in candidates, think about the way you can make your job postings more appealing to candidates. Apply best job advertisement practices in order to attract job candidates.
2. Get to know your candidates
In order to attract the right type of candidates, recruiters need to send them personalized messages, create personalized content and deliver personalized ads and promotions. This is why recruiters need to define their ideal candidates or candidate personas
3. Think about your candidates’ wants and needs
Focus on the wants and needs of your ideal candidates, not of your company. What is important for job seekers? What do they want and need? Why would they come to work for your company? Define your Employee Value Proposition and emphasize it in your job postings.
4. Leverage the power of social media
In the current job market, not many job seekers are browsing job boards. Most candidates already have a job, so instead of job boards, they spend their free time on social media. Get in front of them by learning how to promote your employer brand on social media.
5. Use the right tools
Marketers can’t imagine their life without the help of technology. Luckily, HR technology is progressing rapidly in the last few years. Now, recruiters have many different types of HR software at their disposal.