Last Thursday we hosted a thought-provoking webinar that examined how organizations should evaluate the effectiveness of their own recruitment marketing strategy, processes, and technologies. Featuring George LaRocque, Principal Analyst and Founder, HRWins Reports on HR Technology Innovation, and Pete Sanidas, Vice President, Enterprise Sales, Talemetry, the Evolve Recruitment Marketing discussion focused on the framework for maturity and efficiency within recruitment marketing organizations, and gave practical steps for prioritizing your investments to drive performance for the future.
Topics: recruitment marketing
One of the most important things you can do to prove the strategic value of recruitment marketing in your organization is to understand, measure, and report on the right metrics. Remember, data and analytics are only as good as their ability to guide your decision making for smarter recruiting and for continuous improvement across your recruitment function. So what are the best ways you can measure recruitment marketing ROI?
PART 2 OF THE EVOLVE RECRUITMENT MARKETING SERIES
The French philosopher and 1927 Nobel Prize winner in literature Henri Bergson once said, “To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly.” While the process of maturity may seem daunting to some, it’s a challenge readily accepted by others. And that’s often the case in recruitment marketing. Some organizations have reached the place where their recruiting strategies and processes are well-oiled and highly sophisticated. Continuous improvement is the game. But for many other companies, the maturity process is limited. They lack understanding of how to change or move their recruiting organization to the next level.
PART 1 OF THE EVOLVE RECRUITMENT MARKETING SERIES
The 122nd Boston Marathon will take place on April 16 this year. And just as in previous years, when the marathon comes around, I find myself marveling at the sea of runners who have qualified for the race. Each time a runner crosses the finish line, I am astounded by the stamina, training, and discipline it takes to reach that point. The personal journeys that led each finisher to the Boston Marathon are pretty extensive. And it’s clear that no individual at the marathon had just started running in the days or weeks before. Instead, it took careful planning, training, eating right, learning technique, and working up to the marathon itself. Countless hours of cross-training, running smaller races—5Ks, 10Ks, half marathons—mental conditioning, and building a support network were all part of the road that led to this point. In other words, the runner is optimized. At peak performance in all areas.
More than 50% of IT projects are failing today. Software implementations, including recruitment marketing implementations, can fail completely, be significantly delayed, or simply not deliver expected results. Early adopters of recruitment marketing learned the importance of having a dependable, proven vendor. Many early adopters worked with technology companies who weren’t able to deliver all that they promised. The vendor told a good story, but when the time came, implementation dates were missed, and results not delivered. The reasons implementations fail can vary but some of those reasons include:
Recruitment marketing has rapidly evolved and grown from being a nice to have to a core talent acquisition function, as well as a necessity to build proactive pipelines of well-qualified candidates.
The earliest adopters were pioneers in the industry, working with disparate systems and processes. These early adopters were critical to the evolution of now maturing functions. Early adopters may have had one product for social recruiting, another system for email marketing, painstakingly difficult databases of “bought” candidates with extremely limited and out-of-date data -- yet a desire to do it all better.
“We need to go beyond keyword searching to get the most out of our Taleo database. We know that we have excellent candidates in our talent pool but we can’t effectively source them back into our pipeline.”
LinkedIn is an amazing source of candidates. With 500 million members, you are sure to find the right candidates for your jobs.
70-80% candidate drop off. That’s what many companies find in their application conversion process. Just think about it. All the investment your company has made into recruiting, and you’re losing 70-80% of your candidates once they get to your career site.
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.