In this competitive market, companies need to find new ways to attract the right customers and talent. While finding your audience is always a big step, having a strong group of employees might just be the most important way to find success today. It’s not enough to simply put up a want ad online or in the newspaper. Those days are long gone. This article will show the role of marketing in Human Resources today and how hiring managers can utilize these promotional techniques to attract the best fit team members.
Because employees want to work for brands they feel aligned with their goals, marketing and human resources go hand-in-hand. There is more competition than ever for the top talent, and this means companies of all sizes have to act quickly to find the best employees. According to OfficeVibe, the best candidates are off the market in only 10 days.
In this article, we’ll dive into why Human Resource Managers can utilize marketing techniques to make their hiring process smoother. With these practices, companies can attract the highest-quality applicants the first time around.
Branding the Business
We’ve all read through lack-luster job descriptions and company profiles. These do nothing to spark candidate interest, and they might even scare away the best talent. While branding is a term that’s usually used strictly in marketing, it’s just as applicable to the HR hiring process.
Today, employees want more than just a place to work. They want a culture they can feel comfortable in. Communicating this unique culture is a type of branding. When branding your company in the job profile and during the hiring process, talk about the reputation of the business and how its mission is a strong part of the daily routine. Talk about the way your company is different than the competition. This is what will make your applicants excited to learn more, and more enthusiastic about joining the team.
Bad hires can cost companies upwards of thousands of dollars. This harm goes beyond just monetary costs of training and onboarding the employee. They also include lowered moral across the entire team. That’s why it’s crucial you learn to get the hiring process right the first time. How do you do that? You need to match your hiring process with your companies business plan.
Just like when marketing a business, you are clear with your message. You know who you are and who you’re trying to talk to. When hiring, it’s no different. You’re not writing a job description for everyone. You’re writing it for the best applicant. Note that best fit might not mean most accomplished. Yes, education and experience are always important, but some things can be taught along the way with the right person. Find new ways to reach these right candidates, whether it’s through a blog or local conferences. You might have to go to them to avoid wasting time and money on another bad hire.
The most important way that marketing is related to Human Resources is that it’s always changing. As we’ve said before, the ways of finding candidates in the past are no longer successful. Today, you’ll need to find new ways to reach quality applicants within your own budget.
Look into the benefits common in your industry. Can you offer smaller things to lure in potential team members? Things like Online Employee Scheduling Software – Humanity and remote work are all on the rise and have shown to be attractive to modern candidates. Remember that this is a new generation of employees. Millennials and Generation Z are joining the workforce, and they don’t’ necessarily look for the same things as Gen X and Baby Boomers.
How can you reach this new audience without compromising your values? Let’s review the plan of action:
1. Develop a clear brand of your business. This is what will set you apart from similar companies in your industry.
2. Hire accurately by creating clear job descriptions, using the right marketing boards, and know exactly what kind of candidate you are looking for.
3. Refine your hiring strategy moving forward to reflect new practices, needs, and trends.
Markets change, and so do the expectations of applicants. Trial and error goes a long way, but don’t be afraid to try something new. As long as the focus is on the applicants and finding a strong fit, you’re on the right path.