Search Results - poor marketing

Blog Post: Best 7 Recruitment Marketing Articles of the Week (4.10.10 – 4.16.10): Originally posted on the SmashFly Recruitment Marketing Blog…; Added by Chris Brablc at 10:49am on April 16, 2010

Blog Post: 7 Best Recruitment Marketing Articles of the Week (3.21.10 – 3.26.10): Here is a weekly feature in which we share the top articles we enjoyed from the past week about recruitment…; Added by Chris Brablc at 10:23am on March 26, 2010

Blog Post: 3 Trends Vital to the Future of Your Recruitment Marketing

Recruitment marketing isn’t just a recruiting trend, it is a new and vital function that talent acquisition specialists need to master. This process of building the employer…

Added by Kelly Robinson at 10:39am on June 23, 2015

Blog Post: When to be tough ?: Leadership demands tough decision making : someone has to tell people what to do, ensure to hold people to their obligations ( as many forget to do it on their own !), be frank about the…; Added by Raman Ramamurthy at 5:34am on December 5, 2013

Blog Post: 5 Recruitment Marketing Tools to Help You Work Smarter, Not Harder

Added by Deanna Breiter at 2:04pm on February 15, 2018

Blog Post: Recruiting for the Future: There are two types of companies – those that are growing and those that are slowly dying. This was a key lesson that I learnt some years ago from one of my mentors.

Trying to pick out a…; Added by Charles Van Heerden at 4:57am on September 15, 2009

Blog Post: Resume - Rest in Peace (good riddance!)

Added by K.C. at 2:22pm on August 5, 2010

Comment on: Blog Post 'Is social recruiting a symptom – or a solution?': g and marketing. I am not arguing against branding and marketing being an integral part of the recruiting process but there is a notion that simply broadcasting a message to the masses is sufficient enough to reach your target audience. This is simply not true in all cases! Because, some people choose not to engage, they do not have access to certain channels or they may turn the noise off... the list goes on. Furthermore just because a company places an ad in the newspaper (past) or a job board does not guarantee that they will get a response with a qualified candidate (past and present). What I am hearing is that a good marketing strategy supersedes a good recruiting strategy. A good Marketing and PR strategy is a part of but should NOT be thought of as the sole driving force behind a good recruiting strategy. This one size fits all mentality is unacceptable as it pertains to effective recruiting. Case in point An organization can use various channel to send a message out but, if the message falls on deaf ears it is pointless. Therefore I would argue that an effective recruiting strategy goes beyond “marketing broadcasting” or mass production recruiting- again it would depend on the organization, location and position. For example let’s say a highly reputable organization with a strong brand presence is searching for a Maintenance Mechanic or a Center Director with specialized skills in Elkhart, Indiana (or any rural community). The job is posted on major job boards, tweeted, placed on Facebook fan page and ran in the news paper but the company has no success in filling the position. The message is broadcasted but the intended audience does not hear it so the position goes on unfilled. Now you can take those same positions and post them in another city let’s say Houston, TX and you get a floodgate of candidates. You can reduplicate the process across the US and get different results. I have seen organizations waste hundreds of thousands of dollar in advertising and get poor results. On the flip side I have seen them use the same strategy and succeed. Experience has also taught me that one size does not fit all. Every organization is not a well know brand and they must decided if they want to put the resources into a social media strategy for recruiting purposes. Perhaps the number of hires they have per year does not warrant the need to employ someone full time for that effort. When crafting a social media recruiting strategy, I think the most imperative questions an organization must ask itself is: who I am looking for, where do they hang out and what effective tools should I use to find and connect with them. In my experience this "manufacturing style" of recruitment was not always successful based upon the type of position in which, the company was recruiting for. If the position is an entry-level customer service role it might work but if it is a physical therapist position you better have a well thought out strategy because everybody is doing the same thing… Again, every organization is different and they must decide how and when they will use social media to attract talent; it can be used for building communities, marketing, branding and pr or actually sourcing people thorough various channels. At the end of the day you still have to connect with people. ..…; Added by Heidi at 1:47pm on November 19, 2010

Blog Post: The Impact of Poor Recruiting - Candidates vs. Customers: One of my biggest complaints about recruiting is the lack of respect given to candidates throughout a recruitment process. Whether it is from the lack of candidate respect by the behaviour of a…; Added by Simon Parkin at 6:33pm on May 31, 2011

Blog Post: What is vendor neutrality and why is it important?: I had the great pleasure of speaking with David Searns, CEO…; Added by Sylvia Dahlby at 7:53pm on September 29, 2019