Key findings on 134 companies surveyed on the 2015 Fortune 500 lists, indicates an “A” or “B” for use of their recruitment marketing practices that gives them a winning edge in the war for talent.
Careers-specific social channels and blogs that promote content and culture, not just jobs. The untapped modern recruitment marketing practices below will help employers find and attract their target candidate personas, engage passive talent on social and mobile, and nurture leads and convert them into qualified applicants. Career Blog: A careers-specific blog communicates directly with candidates about your culture and jobs, and positions your organization as a valued resource. Mobile Friendly Career Site: A career site’s homepage deemed “mobile friendly” using Google’s algorithm ensures candidates can find and browse your site from their Smartphone or tablet device.
Mobile friendly job search and apply process: A job search engine that is deemed mobile friendly by Google ensures your jobs are easily found by candidates searching from their mobile devices. Campus Initiative to Recruitment: Messaging directly to interns and first-time job seekers works to enhance recruitment efforts and recruit best talent. Diversity Initiative: Organisations should include content dedicated to diversity policy and inclusion.

Message directly to transitioning military and veterans: Military-specific messaging helps tap into a highly skilled talent pool of transitioning military and veterans.
These recruitment marketing practices will help companies to learn lessons from the Fortune 500 and strategise recruitment efforts to effectively market the job role, attract best talent and combat the talent crisis across markets.
Savita V Jayaram has been working as a journalist and writer for many international publications of repute.
Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. Candidates are like consumers, researching employers the same way they research products and expecting their engagement with employers to be hyper relevant and transparent.
Career-specific social channels let you keep candidates engaged with career-targeted content and showcase your employer brand and culture. Organisations can then draw comparisons, strategise efforts and develop practices they should invest to better compete for talent.
For example: Cisco’s “Life at Cisco” blog shares employee stories and offers IT career advice.

For example: WestRock embeds videos in job descriptions to help drive applicant conversions. Additionally, apply process for jobs if simplified on mobile can maximise number of applications, since applicants can easily apply from their mobile devices, minimising drop-off. Campus-specific messaging and content attracts students seeking internships and first-time jobs. For instance, Home Depot is on a mission to hire 55,000 veterans, and has a micro-site devoted to this initiative. Recruitment Marketing (RM) practices is gaining significant prominence among the Fortune 500 companies in the recent times.
For example, Allstate demonstrates that diversity is a top priority to prospective applicants.

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