Think of creating your company’s brand and maintaining that brand is one of the primary goals for the company – now, think who’s doing that? This is done by the recruitment team and supported by the marketing team. To generate awareness about the candidates and move around the candidates through a regular recruitment funnel, a recruiter needs to use the correct tools and resources. In fact, the whole concept of building the company brand starts much before the interview stage.

Let’s see how the recruiter works as a marketer for attracting the right talent.

Doing intensive research to generate awareness about candidates, and moving them around through a continuous recruitment funnel needs proper knowledge about the local and national employment market; this includes finding out about the competitors’ key employees and getting new candidates from as well as finding out about where they are losing people too.

Next, for attracting talent, one needs to write a winning job description as well as a person specification customized for the job. It has to be created in a way that attracts great talent quite easily. Usually, job descriptions also include descriptions of their corporate culture and additional benefits offered to prospective candidates to increase their employment brand. Using SEO keywords in job descriptions is another important thing that helps the company to be found quicker in the online space and also, more easily. Thus, having copywriting and creative skills is very useful to help achieve that goal.

Also, the recruiter needs to know about the most effective channels for spreading the word about the job vacancies. The point is once the applications start rolling in and it reaches the interview stage, it’s time for promotions again for the existing staff of the firm. Knowing the right channels helps find the candidates much easily.

The recruiter needs to market the job and the company for potential job seekers and that too, in an attractive manner so that the ideal candidate does not hesitate to accept the job when it is actually being offered by a marketer For agency recruiters, this is even more of a challenge since they need to convince not just candidates but also, the company concerned to go ahead and make that perfect match to earn the commissions’ on which the recruitment business is dependent.

Employment branding is not just about creating the perfect buzzword but rather it is an important factor which needs careful work. A company that wants and needs to attract good talent needs to definitely invest a good amount of thought into the strategy for company brand building. The competition is getting tougher now, since as time goes by, attracting and getting the best talent is not going to be easy. Finding newer and more innovative ways of attracting talent is key to success in recruitment business. Also, having a strong employer brand makes it much easier for candidates to approach and get them interested in the interview process.

So, if you are a recruiter works as marketer out there, please pay heed and sharpen your marketing skills to attract the right talent!

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Gaining a competitive edge in the industry, sustaining successfully and growing over time, is no easy cup of tea! If your partner agencies rely on you for outsourced recruiting, it should be your pledge to deliver results consistently. Here lies the importance of following the right sourcing strategy.

Today, Outsourcing requirement is the buzz amid small and big corporations alike of myriad industry segments alike worldwide. If staffing agencies are multiplying, RPO recruiting firms are multiplying too, but not as rapidly as the former. Directly or indirectly, the key objective is benefiting the end client, i.e. qualitatively and quantitatively filling job posts on time, assigned by corporate organizations.

How do you understand the ideal candidate? It is not a short-cut process. You should get a sourcing map created, review the complete candidate paraphernalia, identify strengths and skills that precisely match targeted job posts, and then proceed for further follow-ups. In a scenario where staffing agencies outsource requirement offshore wherein partner RPO firms conduct the hiring process from a different country, the strategy created should align with the formers’ corporate culture and geographical location.

Strategies that internal HR executives follow to hire talents for their organizations are certainly different from those followed by RPO recruiting firms. While one is direct recruitment, the other is outsourced recruiting! Consider the following points when designing your sourcing strategy, so that you do not miss important points:

• Understand your partner staffing agency in terms of goals, objectives, reputation, experience, corporate culture, etc.
• Every time you receive an assignment from your partner agency, make it a point to receive complete specifications (level of job post, strengths, and skills, salary, etc.) related to each hire. Know precisely what benefits the candidate will receive as an employee once hired
• Understand market perceptions; today’s trend may turn obsolete tomorrow. Adapting to change is the mantra in outsourcing recruitment.
• Consider your business objectives and whether it aligns with your partner agency’s objectives
• Understand the brand identity of the end client, i.e. the organization for which job positions need to be filled. Ultimately during interactions with the candidate, you have to sell the client’s brand!
• Create a communication plan – what and how you will interact with candidates. The end clients and your partner firms outsource recruitment. You and your partner agency knows it not the candidate
• With social media like LinkedIn and Facebook gaining popularity as recruiting channels, it should be part of the sourcing strategy as well in addition to job boards and other advertisement channels
• Understand the channels where you will find your target candidates; updation about latest industry trends and recruiting channels is a must
• Hiring managers have their own sets of expectations when outsourcing requirement. Understand them and get ready to fill them as a successful RPO recruiting firm
• Create questionnaires related to specific industry segments and skill sets.
• Develop your own sourcing resources by adding candidate profiles to your in-house data; this lets you source candidates fast.

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