We are introduced to many words far too quickly. Even though they are separate from one another, they are occasionally used interchangeably. Examples of such ambiguous terminology include employer branding and recruitment marketing. Recruitment promoting and boss marking are the two terms that HR professionals regularly employ. While they share some characteristics, employer branding, and recruitment marketing are nevertheless distinct strategies. Employer branding establishes the employer brand, while recruitment marketing advertises it through multiple channels.
HR specialists can apply these techniques in their work efficiently when they are aware of the distinction between the two words and their importance. You can achieve more substantial outcomes, draw in the top applicants, and develop your recruitment abilities by combining them into a successful campaign. One must carefully consider each phrase to eliminate confusion, understand what these tactics mean, learn how to use them properly, create a complex of effective approaches, and draw the top rivals. Recruitment marketing and employer branding have developed into potent keywords for human resource departments in the hospitality industry over the past few years. And it’s easy to understand why when you look at the statistics below:
- Up to 75% of applicants look up a company’s reputation before applying.
- Employee turnover may be decreased by 28%, and the average cost per recruit can be cut in half, thanks to a great employer brand!
- Companies that use platforms for recruitment marketing are twice as likely to offer a satisfying candidate experience.
In the context of these statistics, we’re highlighting the key distinctions between employer branding and recruitment marketing so that, by the end of this published article, you’ll be more equipped to hone your hiring tactics.
Employer Branding (EB), often referred to as corporate marking, is the phrase used to describe the irrational steps made to create and enhance an organization’s reputation—the Company Brand. When job seekers are looking for employment, they are frequently influenced by perceptions of the brand and analytical information about the company. The more competent experts you can recruit, and the more appealing your brand appears to applicants, the better your manager marking approach will be constructed. Employer branding needs to be based on the goals, beliefs, and mission of your business.
Additionally, it must address the alleged “big 4” Employer Branding questions in a precise and understandable manner.
- What positions (current and prospective) do you need to fill?
- Who would make the best candidate?
- What distinguishes you as a superior employer?
- What makes your ideal employee desire to work for your business?
The practice of establishing your employer’s brand and communicating with the appropriate candidates at the appropriate time is known as recruitment marketing (RM). In other words, it collaborates with an employer brand to market it to the most qualified applicants. Recruitment marketing is first and foremost focused on attracting talent, defining goals, and achieving those goals. The recruitment marketing strategy can be implemented in a variety of ways. They consist of:
- leveraging Glassdoor, FAQs on your website, and email to interact with applicants and facilitate collaboration.
- Creating job postings that are appealing and straightforward. You should concentrate on prospects for advancement. Engage your present workforce in identifying the key advantages of working for you and in dispelling stereotypes in your advertising.
- Generating interesting stuff. You may, for instance, post the thoughts of your present staff members or make videos about your workplace and corporate events.
- Spreading the word about being an employer and advertising via websites, blogs, and social media. Candidates will be more interested in working for you if you emphasize professional advancement and growth chances. Utilize storytelling to win over candidates.
Nowadays, 86 percent of HR professionals concur that recruiting is very similar to marketing itself. Therefore, it is not surprising that recruiters can utilize a variety of promotional marketing methods to their advantage.
Manager branding and recruitment advertising are inseparable since they share a goal but employ very different methods and tools to get there. In keeping with such, it suggests that:
- You must specify your goals and understand the rationale behind your method.
- You must decide on your objectives and comprehend the rationale behind your method.
- You must realize why the Corporate Identity, Applicant Persona, and Value Proposition for Employees are the components of the alluring management brand.
- You must develop a process that entails utilizing the broadest range of tools and strategies to accomplish your goal and strengthen your employer’s brand.
- The cornerstones of your business, serve as a long-term pledge of your continued dedication to upholding whatever employer brand you have created. By doing this, you provide a sense of continuity, dependability, and authenticity that reassures both current and prospective employees that they will continue to reap the rewards of working for your company for a very long time.
- On the other hand, recruitment marketing must change to reflect the most recent cultural and HR trends. To provide your company with a competitive edge, this is essential. Leaders in the recruiting industry will continue to use cutting-edge HR tactics as time goes on to entice potential candidates. You must follow suit!
You can develop a successful system for defining and promoting your Employer Brand among the professionals you want to attract to your company even if both employer branding and enrollment highlight work with the employer brand.
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