If you had a crystal ball and asked what the future of HR and talent acquisition would look like, what would you see?
For many, the HR world ahead will be filled with AI-based chatbots and advanced algorithms to sort through potential candidates.
You could even imagine a world where job interviews are enhanced with augmented reality apps and analyzed in real time (by a human or AI) to help optimize hiring decisions.
One day, this may be what the hiring world will look like: a perfect synergy between job seekers, recruiters, operational staff and companies, all framed by ultra-efficient information technology.
Meanwhile, there should be a number of more realistic and progressive innovations to help solve the immediate challenges that accompany today's talent market: marketing automation (or marketing automation)
It's much harder to get the attention of top talent than it used to be. Now more than ever, companies need quality recruiting.
Or the extremely high employment rate for skilled workers reflects the decline in the number of people actively seeking employment.
What does this mean for the future of your recruiting? What would the famous crystal ball reveal for the next decades of the HR world?
First, it would show you a total revolution in how recruiters attract qualified talent.
There is a high probability that several candidates qualified to fill your vacancy already exist and are working for another company.
Hopefully, there is also a high probability that a candidate with these qualities might be convinced to leave his or her position and join you-if you can offer something that his or her current employer does not.
These benefits can be anything from more prestige, better salary, more opportunities for advancement, better location, or anything else that traditionally makes up a strong EVP (employee value proposition).
If you truly fit a candidate profile, the biggest hurdle standing between you and your ideal hire is to get to know your target.
If they don't know you exist or immediately associate your company with your employer brand, how will they make their way through your recruitment funnel?
The process we've described above is what is known as recruitment marketing (of which inbound recruiting is a key component)
In France, more and more HR departments and recruiters are building a digital marketing strategy to create and promote a strong employer brand that will engage, in this case, not customers but candidates.
So if recruitment marketing is so much more effective than job boards and recruitment agencies, why isn't everyone doing it already?
This is a good question. After all, social platforms have been around for many years and SEO is a well-known technique.
So why?
A robust recruitment marketing strategy typically involves promotional campaigns (Inbound or Outbound) delivered simultaneously across multiple channels, a solid content strategy, and a spark of creativity to differentiate you from the rest.
Rather than simply launching a campaign every time a job opening comes up in your organization, you should act like a traditional marketer and work to strengthen your talent pipeline even when you don't have a position that needs to be filled immediately.
This can take a lot of effort.
The solution? Automation!"
Just as marketers have been using automation platforms for years, recruiters are starting to do the same.
They seek to find top talent by centralizing and automating the targeting, budgeting and planning of employer brand awareness campaigns and job-specific advertising.
A real-world example of how effective this process is is the AdsWizz company, which managed to attract and interact 79,000 candidates on their career page in one year. That's an increase of 325%!
Concretely, automation saves you valuable time.
Instead of laboriously navigating from site to site, you'll be able to generate and deliver all of your recruitment marketing campaigns with just a few simple clicks from one centralized location.
Everything can be managed from the same place, which means you don't have to spend excessive amounts of time performing tedious and repetitive tasks, such as emailing to a candidate prospect base.
This way, you can take an innovative and effective approach to candidate attraction and still have time to focus on the human aspects of the job.
This will pave the way for further improvements in the way candidates and companies connect with each other.
Recruiting is not going to stay the same. Something is going to change, and that change is going to start with how candidates are attracted and employer brands are oriented.
If these topics are particularly relevant to you, please feel free to schedule a meeting with our teams for a business discussion.