Regards,
PPayal

payal@infinixcorp.com

Thanks for the interesting article. I think you’re absolutely correct when you say: “The new goal is getting in front of the right people at the right time, and that’s a marketing function.” I think we both agree that in order to get in front of the right people at the right time we need to market the open position at the right time to specific targeted candidates….both active and passive.

If recruiting involves elements of selling then recruiters need marketing efforts that precede their selling. I like to market the opportunity to targeted passive candidates and then engage those that express an interest. Because I listen closely to what the candidate’s career goals are, I am able to coach the hiring manager later in the process to do some selling while we “land” the candidate.

I’ve found that passive candidates react negatively to any sort of sales technique (other than good listening) by a recruiter in early conversations. Maybe others have had a different experience?

Thanks again Jim.
Steve
steve.gilbert@passivecast.com

Great article. Like you I think all this change is exciting stuff.

Today’s recruitment marketing success starts with a targeted recruitment marketing strategy to source the right talent for your respective job vacancies. It continues through to building relationships with your audience (the job seekers) and having a long term strategy. A high volume, one dimensional cast the net wide, and tick and flick approach no longer works. As job seekers become savvier with higher expectations, it only makes sense that we evolve our recruitment marketing strategies if we are to attract and retain the best.

Kelly
Six Figures, http://www.sixfigures.com.au

“Marketing moves the meat!”
………………………

(This below clearly applies to both hiring managers and candidates.)

Movin’ movin’ movin’
Though they’re disapprovin’
Keep them dogies movin’ rawhide
Don’t try and understand em’
Just rope and throw and brand em’
Soon we’ll be livin’ high and wide

RAH-AH-HA-HAH!

HAPPY 2009, FOLKS

Keith “Lefty” Halperin

I should probably clarify. I think the article is great and spot on. My comment was in response to a few of the comments. Good work and happy new year!

If you read through the piece, you’ll see that’s exactly what I said. Selling is what recruiters do, but we have to morph into marketers as well.

It’s a matter of efficiency. Good marketing makes the selling piece easier. There is a place for both, and when it comes down to the candidate interaction, sales is what closes the deal – marketing just gets them to the door.

We have several case studies up on our site that detail a variety of successful recruitment marketing efforts we’ve helped our clients with: http://www.ckrinteractive.com/caseStudies.php

We’re in the process of putting more case studies together that share the successes our clients have had with social media marketing, blogging and video as well.

Thank you for the helpful insight,
Skye
CKR Interactive

Best…Ernest
Career Corner Digital

Recruitment = Sales

To support the sales/recruiting cycle, you have to get marketing in-tune with your prime targets. It’s not just about some flashy website or pretty graphics(they don’t hurt). It’s getting to know your audience. Once they’re in the pipeline, you keep asking questions, because data and metrics influence results.

Engineer. Execute. Evaluate. Repeat.

Take charge of how your talent sees you in the marketplace. You have way more power than you think.

______________________________________

Join the new recruitment marketing group

I could not agree more that Sales is key to successful recruiting. Recruiting is for people who always sell, themselves, their client, the opportunity. They know who to learn the needs and wants of their prospect (the candidate) and market a solution (the company) that fulfills theirs needs and wants.

Real recruiters generate candidates by recruiting, building a relationship that is based on trust and confidence that leads to candidates that companies want and need.

Nice article.

David

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