Recruiting: What HR can learn from marketing
Posted: Wed Dec 04, 2024 9:55 am
In times of acute skills shortages, the know-how of marketing experts is becoming increasingly important for personnel recruitment. These specialists know how to create targeted campaigns that effectively attract the right talent. Simply placing job advertisements is no longer enough.
Marketing departments are used to conducting data-based target group analyses to optimize their campaigns. This know-how is also increasingly being used in personnel recruitment, especially in times of skilled labor shortages.
InternetData-driven target group analyses in recruitment
By adopting data-driven methods from marketing, HR departments can refine their strategies to target potential applicants more effectively and specifically. This includes identifying the ideal candidate profiles by analyzing data such as job titles, skills, industry experience, and previous career paths. Tailored job advertisements and content can then be created that specifically target those users on LinkedIn, for example, who match the defined profiles. LinkedIn Talent Insights also shows where your competitors are finding new talent . By continuously analyzing and adapting the recruitment messages, the response to the advertisements can be maximized in order to efficiently attract the best talent for the open positions.
Marketing departments specialize in reaching and addressing not only people who are actively interested, but also those who are not currently in need. In HR terms, it is the ability to reach people who are not currently looking for a job or who are at least not looking for a job. When there is a shortage of applications, it is important to be present in front of potential applicants before they are actively looking for a job . Make sure that your job offer is present precisely when potential candidates are open to new opportunities, for example after a disappointing experience in their current job.
trainingReach people who currently do not want to change
This skill is particularly valuable in recruiting, especially on platforms like LinkedIn (see also Recruiting LinkedIn ). Through targeted marketing strategies, companies can effectively reach passive candidates - people Albania Phone Number Resource who are not actively looking for a job but are still open to new opportunities. These strategies include placing tailored job advertisements and distributing engaging content that is tailored to the interests and career goals of this target group. This allows companies to appeal to a wider range of talent and thus increase their chances of attracting qualified applicants for their open positions.
searchPresent in the right media
HR departments can use insights from marketing to reach their target groups in the media that use them. In the 2022 labor market study, the State Secretariat for Economic Affairs SECO compiled which search channels are used and how. Even if the data is no longer completely up-to-date, the data is a good indication of which channels can also be useful for people who are not actively looking for a job.
use of search channels
Source: SECO labor market study, “Job search methods and job search success”
If traditional job portals do not reach enough applicants, alternative channels such as search engines or LinkedIn can be used. By placing targeted ads on LinkedIn, Google Ads or using targeted search engine optimization (SEO), HR managers can reach people who have the right profile but may not be actively searching on job portals. This allows them to target a broader and more suitable audience for their vacancies and increase the likelihood of finding suitable candidates.
Marketing departments are used to conducting data-based target group analyses to optimize their campaigns. This know-how is also increasingly being used in personnel recruitment, especially in times of skilled labor shortages.
InternetData-driven target group analyses in recruitment
By adopting data-driven methods from marketing, HR departments can refine their strategies to target potential applicants more effectively and specifically. This includes identifying the ideal candidate profiles by analyzing data such as job titles, skills, industry experience, and previous career paths. Tailored job advertisements and content can then be created that specifically target those users on LinkedIn, for example, who match the defined profiles. LinkedIn Talent Insights also shows where your competitors are finding new talent . By continuously analyzing and adapting the recruitment messages, the response to the advertisements can be maximized in order to efficiently attract the best talent for the open positions.
Marketing departments specialize in reaching and addressing not only people who are actively interested, but also those who are not currently in need. In HR terms, it is the ability to reach people who are not currently looking for a job or who are at least not looking for a job. When there is a shortage of applications, it is important to be present in front of potential applicants before they are actively looking for a job . Make sure that your job offer is present precisely when potential candidates are open to new opportunities, for example after a disappointing experience in their current job.
trainingReach people who currently do not want to change
This skill is particularly valuable in recruiting, especially on platforms like LinkedIn (see also Recruiting LinkedIn ). Through targeted marketing strategies, companies can effectively reach passive candidates - people Albania Phone Number Resource who are not actively looking for a job but are still open to new opportunities. These strategies include placing tailored job advertisements and distributing engaging content that is tailored to the interests and career goals of this target group. This allows companies to appeal to a wider range of talent and thus increase their chances of attracting qualified applicants for their open positions.
searchPresent in the right media
HR departments can use insights from marketing to reach their target groups in the media that use them. In the 2022 labor market study, the State Secretariat for Economic Affairs SECO compiled which search channels are used and how. Even if the data is no longer completely up-to-date, the data is a good indication of which channels can also be useful for people who are not actively looking for a job.
use of search channels
Source: SECO labor market study, “Job search methods and job search success”
If traditional job portals do not reach enough applicants, alternative channels such as search engines or LinkedIn can be used. By placing targeted ads on LinkedIn, Google Ads or using targeted search engine optimization (SEO), HR managers can reach people who have the right profile but may not be actively searching on job portals. This allows them to target a broader and more suitable audience for their vacancies and increase the likelihood of finding suitable candidates.