2017 was a great year for recruitment marketing (and Talemetry). We are excited to be part of this innovative industry, helping to get more of the right candidates to the right jobs and drive organizational success. Here are six top influences that helped drive the maturity of recruitment marketing in 2017:
Last year around this time we conducted a survey to identify what the 2017 recruitment marketing trends would be. As the year is coming to a close and as a results focused company, we wanted to go back and see how accurate those trends were – or weren’t.
We were thrilled to see so much focus on innovation and talent acquisition at HR Tech 2017. From AI to analytics, to integration and the candidate experience, not to mention Google for Jobs, there were lots of attention on how to advance recruiting strategies. This is an exciting time in our space with new technologies, strategies, and ideas to help recruiters attract more of the best candidates.
In general terms, we write a lot about recruitment marketing. By centralizing your candidates (recruiting CRM) into a single database, providing consumer quality candidate experiences online, auto distributing jobs to free and paid job boards and social networks, engaging with candidates over the long term, and analyzing and refining results, your finance or insurance company will be more effective in hiring. You'll attract more high quality candidates. That's good return on investment (ROI). That's good business.
Autumn means the days will shrink, the leaves will fall, and for the human resource technology world, it means the coming of the 2017 HR Technology Conference.
Because Talemetry's recruitment marketing platform syncs with your ATS, we see many organizations move from their current applicant tracking system to a new applicant tracking system.
It seems to be popular for recruitment marketing platform vendors to hype their global recruitment marketing software. That's an easy designation to throw around, but what does it really mean?
Well, there's a short answer and a longer, more important answer.
When it comes to social recruiting, your jobs are not your best content. Of course you should polish all your job listings to be dynamic and reflect your employer brand and employer value proposition, but the job listing itself is just a commodity.
Does it sound impressive for Talemetry's recruitment marketing platform to make the Top 100 HCM Applications, according to research firm Apps Run the World? Or for Talemetry's recruiting CRM module to make Recruiting Daily's 100+ HR Technologies and Recruiting Tools Worth Watching in Q1 2017?
It seems as if no sector is as dynamic and challenging as healthcare recruitment. Healthcare talent is specialized, scarce, and subject to changing national healthcare policies. But the real challenge behind it all is the rapid and sweeping changes in the kind of talent that will be required going forward.