The number ONE error in recruitment marketing

The number ONE error in recruitment marketing

The number ONE error in recruitment marketing

Sarah Arnold

The number ONE error in recruitment marketing

May 16, 2017 Steve's blog 0

It’s about understanding behaviour and tailoring messages with the aim of creating advocates of your brand.”

Steve: What’s the number one error in recruitment marketing?

Sarah: Not thinking enough about the candidate. I don’t think that enough attention’s given to how a candidate feels in a recruitment process. As a candidate myself, searching for jobs – you just feel like you’re in a black hole, you get no communication back… so I think being walked down the process all the way through to hire is really important. I think that’s a really important piece to sort out as a recruiter.

Steve: Is this focus on the candidate a by-product of the current economic state or is it a cultural shift?

Sarah: I think it’s a cultural shift – recruiters are more aware of how a candidate feels, and I think it needs to evolve even further, in terms of being brand aware as a consumer. A job seeker is a consumer. It’s important for them to be accepting of your brand and you need to fully engage them. I don’t think there’s enough engagement after the application stage.

Steve: You’re an expert in tracking user behavior with, for example, Google Analytics. Do you think those technologies could and should be used to track candidate behavior?

Sarah: Definitely.

Steve: And the candidate experience?

Sarah: Yes. These tools help you understand what a candidate is doing, wherever they are, and that should be utilized to optimise the process more. At the moment, so many companies just don’t do anything meaningful with the candidate. A candidate applies, and nothing else happens. It’s a terrible waste.


Automated candidate engagement.
Arrange an idibu free trial now.

But you have the tools to know more, whether they’re applying to multiple jobs etc – it’s about understanding behaviour and tailoring messages with the aim of creating advocates of your brand.

Steve: What’s your view on the effectiveness of social media in recruitment right now?

Sarah: I think it just opens up more doors to candidates, especially the younger generation. LinkedIn has become such an important part in how a candidate researches the jobs and company brands that they are considering applying to.

Steve: So you are saying to recruitment marketeers should see social media as place to build up their brand reputation as opposed to spam posting out adverts via tweets [Steve note: this is a pet-hate of mine even though idibu provides posting services, posting is a great service but it should not be used as a Twitter spam-bot!]?

Sarah: Yes. Candidates use these tools to research and understand the company they’re applying for – to understand the brand values are of the company. This is exactly what I would do before considering to work with anyone.

Steve: Excellent, thank you very much.

Sarah Arnold is Marketing Manager at zyx associates.