Building relationships. Tracking interactions. Capturing data. For many of us, these tactics are core to marketing, not human resources.

However, living in a candidate-driven world, recruiters and marketers share almost the same set of tools and techniques. Here I’m talking about the methods used by marketers to engage with the customers. For finding and attracting the right talent, recruiters are now required to market the job opportunities in the right way or they’ll end up disappointed.

In my opinion, a successful recruiting strategy defines a target audience and the methods to engage those individuals with the right message at the right time. This strategy requires recruiters to develop effective communications and social strategies to build stronger relationships throughout the recruiting phase of the employee lifecycle.

How to do it

A recruiter should begin with building a database of capable and experienced candidates just as marketing teams build a prospect database for sales pipeline creation. Recruiters can call it Candidate Relationship Management. Several candidate possibilities flow into this centralized CRM pool, including:

  • Ready-to-join candidates from ad on a job website
  • Candidates filtered through the CV Search Engine
  • Current employees and their referrals, professional relations
  • Good former employees who may want to return

Out of all the aforesaid possibilities, the recruiters usually find job website ads and CV search engine, as the most helpful means of building a pool of potential employees. After having done with centralizing the data on internal and external talent pools, the recruiters can easily segment, analyze, and optimize the database until it becomes the main source of their best hires.

How can Rozee’s CV Search Engine help?

Using the Rozee CV search engine, recruiters can search Rozee’s enormous database of 6 million plus registered professionals based on key criteria and save those searches as a list. For example, they can find people by setting location preferences, seniority based on experience, educational qualification, skill sets and a lot more. The better the search capability, the more targeted and valuable the pipeline becomes.

Once you have identified a viable list of candidates, you are all set to market your organization by engaging and nurturing segments of candidates with content that appeals to their interests and motivations. The recruiters should make sure to continually refresh this talent pipeline with new potential candidates, to make sure that it is aligned with the company’s current as well as future hiring needs.

The goal is to continue the conversation and turn potential candidates into fans, and ultimately productive, happy, long-term employees.

Happy recruiting!