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Editor's Notes

• #4: Years ago, options for job vacancy advertisement were limited.
• #5: Today, options for advertising your jobs is UNLIMITED!
• #6: In this presentation, we will cover the value of multi-channel recruitment marketing and identify the best combinations for advertising your jobs to attract the highest quality candidates.
• #7: Multi-Channel recruitment marketing is a strategic method facilitating job fulfillment while also building a candidate pool over time. It is accomplished by interacting with candidates using a combination of communication channels, such as social media, job boards, career microsites, etc. Each communication educates, builds relationships, and develops interest in your employment brand while enabling the candidates to take action such as by applying for a job or connecting with your company on social media at any time.
• #11: Recruitment marketing via multiple channels is imperative as statistics show that candidates consult up to 15 different resources per job search. Additionally, the multi-channel approach broadens your reach and increases the likelihood that passive candidates will be exposed to your employment brand. That exposure to your employment brand makes it easier for the recruiters to “sell” the passive candidates on working for your company when the time comes.
• #12: While each new hire is tagged with a single source of hire (employee referral, job board, etc.), studies now show us that the source with which the new hire is tagged is actually significantly impacted by other sources. For example, new hires that were sourced by a recruiter investigate your company by looking on social media, by speaking to current employees (included in employee referral), and even by what they see on job boards. Your employment brand exposure on multiple channels not only influence a selected candidate’s decision to accept your offer, but it also influences candidates’ decisions to apply.
• #13: Based on this cross-channel impact that various sources have on one another, we have identified the most valuable recruitment advertising channels as social media, employee referrals, job boards, and career sites. Let’s explore the business value of each individually.
• #14: Social media drives or impacts nearly every other source from which candidates are hired including employee referrals, career site visits, and job board activity. It’s no wonder considering the fact that more than 88% of candidates have at least one social media profile. Recruiting is becoming more and more social as 1 in every 6 job seekers credited social media for their current job. Candidates recognize the social evolution and have some to appreciate specific social networks, such as LinkedIn and FaceBook, as supporting their job search efforts.
• #15: Time and again, research has proven that employee referrals account for the #1 most productive source of quality hires. New hires brought into the company by referral have a shorter time-to-fill and better retention than any other source of hire. Still, one must not forget the impact of multi-channel recruitment marketing. Employee referrals are driven by more sources than just a single employee’s recommendation. As well, employee referrals also impact other sources of hire such as career site visits, social media interaction, and even job board activity.
• #16: While some claim that job boards are dying, the statistics show that job boards are still significantly important both as a source of job applicants and as a influencer for virtually every other recruitment marketing channel.
• #18: Look at your Hiring Process from a Candidate’s Perspective Collect Feedback Leverage tools to create an engaging candidate experience from beginning to end Use reporting and metrics Attract Top Talent
• #19: Like job boards, career sites are both fed by and feed virtually every other candidate source. Accordingly, promoting your company’s employment brand and jobs through career pages within your company’s corporate website and microsites is exceedingly valuable for recruitment success. As more than 226 million job searches per month are performed using unbranded (not using a specific company’s name) Google searches, you must make sure that your career sites are searchable on Google. This means search engine optimization is imperative. Further, with the explosion of smart phones and tablets and expectations that by the end of 2013 1/3 of all internet searches will be performed on mobile devises – your sites must be mobile. Keep in mind though, not all mobile is equal! On June 11, 2013, Google announced changes in rankings of smartphone search results. This mobile search algorithm change is designed to demote web pages in the organic search results that are not built with a responsive mobile web design. Therefore, it is imperative that you choose a vendor offering mobile responsive career sites.
• #23: Using a multi-channel recruitment marketing strategy, your company will inevitably attract many talented individuals who are interested in your brand. Still, this can pose a problem as well. According to iCIMS research, approximately 93% of job seekers don’t make it past viewing job description. Why? Because either the candidate does not see a job fitting their skill set or they just aren’t ready to apply yet. Regardless of the candidate’s individual reason, is a massive amount of lost opportunity for your organization. A talent CRM is the key. A Talent CRM is an easy way to let the candidates express interest in your organization without applying to a specific job. Once you have collected the candidate’s contact information, you can use automated email campaigns to nurture a relationship with these talented individuals. Building relationships with passive candidates makes sourcing easy as this top talent that is already invested in your company. Targeting potential candidates with branded communications will make your company to be the first on their list when they’re ready to make a move or when the right position becomes available.
• #24: iCIMS offers all of the recruitment marketing tools you need to help you achieve your strategic recruitment goals.