GreenJobInterview LogoGreenJobInterview Logo

3 Reasons Recruiters Need to Think like Marketers


Why Recruiters Need to Think Like Marketers

According to Officevibe, 46% of recruiters expected that recruiting would become more like marketers. Because that statistic was reported more than a year ago, you can see that those recruiters were right. Marketing has become part of recruiting, and it’s made organizations’ recruiting practices more efficient and allowed them to reach a wider pool of applicants than before.

Like any industry, recruiting must evolve over time. Over the past few years, it has evolved into an industry that is beginning to use more and more technology as well as one that utilizes marketing tactics to find and nurture leads and ultimately hire with advanced recruiting tools. By incorporating common marketing tactics like social recruiting, email marketing and more, recruiters can reach more qualified applicants and develop deeper connections with talent.

Why Recruiters Need to Think like Marketers

1. Find More Qualified Applicants More Quickly - One of the most important ways marketing helps recruiters is through lead generation. Thanks to the more widespread use of email marketing and social recruiting in talent acquisition, recruiters can reach wider groups of people than ever before. Automation tools also make it easier to connect with larger, more qualified applicants in shorter periods of time. Through social media platforms like LinkedIn, Twitter and Facebook, it’s easy to post engaging content that resonates with potential candidates, starting the conversation in a less direct way.

2. Forge Strategic Relationships More Easily - Similarly, marketing tools like social media and email make it easier to form strategic partnerships. Thanks to technology and automated platforms, you can build relationships with less time consuming work and create personalized content that will attract the right candidates. Form relationships built on personalization through customized marketing-like emails, A/B testing and simple social media engagement rather than through constant phone calls and traditional emails that may seem too direct for some passive candidates.

3. It’s Easier to Talk Money - Marketers aren’t afraid to talk money because money makes a big difference in marketing. When recruiters begin to think and talk like marketers, it becomes easier to talk to management about not only the money you need to dedicate to resources but about the money you’re losing due to those inadequate resources. Thinking like a marketer means having those difficult conversations and being able to justify when and why money should be spent on recruiting efforts and how it benefits the organization.

For example, while a video interview platform does cost money, it actually costs significantly less money than coordinating travel for the same amount of applicants you could interview virtually. Similarly, when you argue how much time is saved with more efficient video-centered processes, you can determine how much money is saved by that time.

Through social recruiting, you can invite passive candidates to participate in recorded video interviews that keep the experience positive but the time commitment low. This tool allows recruiters to learn more about candidates without having to speak to them one-on-one, and it’s ideal for narrowing down large groups of applicants to ensure only a targeted, highly qualified group of applicants is presented to hiring leaders.

No matter how recruiters incorporate marketing into their processes, it’s clear that many tools have already become common practice, such as with social recruiting. The more recruiters embrace marketing, the more likely it is that organizations will see outstanding hiring results.

Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: