How to utilize the data on recruitment

 

Even there are million job vacancies available in the job market and yet, it's still a  difficult market to cut through the noise as several organizations reshuffle in a post-pandemic world, savvy recruiters and their marketing departments are tapping insight in a bid to move further from the crowd.

It's all because a job seeker who wants more from their recruitment marketing contact if they’re searching for a role with an organization that displays a similar level of passion as them and fits with their culture and values, a flat, impersonal piece of communication simply won’t cut it.

Recruiters are in a solid position to not only successfully fill a vacancy but attract more talent in the future because they’ve taken the time to get to know their recipients and have responded to their interests. Plus, word-of-mouth endorsement can be an exciting thing.

Like customers searching for products or services, candidates want to feel like the brands they’re communicating with and understand their wants and needs in real-time. That means delivering hyper-personalized content covering available roles that suit that individuals of the moment circumstances / from location to salary requirements and skillset.

 

Moving away from delivering bland messages.

Recruiters need to make sure that they delivered the ultra individualized cooms that effectively go through the recruitment. Survey professionals should be able to unlock and understand the insight of the data that arrives at them and place it in proper form, then deliver it to the right person.

Users can extract critical information on each candidate’s preferences and respond swiftly to their online behaviors. It’s all about utilizing the data they’re already sat on and creating something meaningful for each audience member.

How to evaluate the strength of your content.

When roles become available, many recruitment marketers might opt to place all their vacancies in a newsletter sent to their database. And for them, a high open and click rate of that email is the measure of success.

 However, while it might be a good piece of content, these ‘vanity metrics’ don’t always tell the whole story. For example, a candidate could have accidentally gone into the email while scrolling through their newsfeed. 

e.g: If they’ve then hit ‘delete’ seconds later, it shows they’re not interested, but the statistics will tell a different tale. If you have started your content marketing and you haven’t yet started publishing content on your website or blog, you must make note of your current situation. Gather data on:

1.  How much traffic you are getting from search engines
2. How much traffic you are getting from social media and social networking websites
3. How much traffic you are getting from your email marketing campaigns
4. How many people are subscribing to your email updates on a daily basis
5. What is the engagement level on your website (how many people leave comments on your blog posts and online forums)
6. How much time people are currently spending on your website

Not every piece of communication method will work.

 And finally, it might not be something recruiters, and their marketing teams want to hear, but there won’t always be a winning outcome to every single email sent. That’s because nobody gets things spot-on all the time. So, why should they expect their content to achieve the impossible?

 The difference here though is that, when professionals have data and marketing automation to lean on, they’re immediately in a better position to deliver digital comms that land perfectly into the right person’s inbox at the right time.

References:

Essential of human resource management and industrial relations, Subbarao  Mumbai,  Himalaya publishing house, 1996 Edward  E.  Lawler  Iii;  John  W.  Boudreau.  Stanford  Business Books, 2009

Usmani, S. (2020). Recruitment and Selection Process at Workplace: A Qualitative, Quantitative and Experimental Perspective of Physical Attractiveness and Social Desirability. Review of Integrative Business and Economics Research, 9(2), 107-122.

Biswas, N. (2012). Recruitment and selection process at Viyellatex group.

Bretz, R. D., & Judge, T. A. 1998. Realistic job previews: A test of the adverse self-selection hypothesis. Journal of Applied Psychology, 83: 330–337.

Harvard Business Review, May–June 2019