What recruiters can learn from the marketing team

Nolan Gray Products & Technology

Whether you’re a marketer seeking to attract the most valuable customers or a recruiter working to find top talent for your clients, you need the right tools for the job. It should not come as news that there is a significant amount of crossover between recruiting and marketing. Both are increasingly data-driven industries that look to software to automate many processes that digital tools are more efficient at performing.

Many of the inefficiencies plaguing recruiting are being phased out using software that organizes massive amounts of data into single, powerful platforms. Just like delivering precisely the right marketing message to a target consumer audience, recruiting has developed into a science that allows you to identify the ideal candidates. Still, there are numerous pain points that both marketers and recruiters face as they work to make the most out of their data.

Data overload
According to DOMO’s Report: 2013 Data-Driven Marketing Survey, few marketers are sufficiently equipped to face the massive amounts of data generated by their various campaigns and customer interactions. Roughly two-thirds of marketers feel overwhelmed by the sheer volume of marketing data available for analysis to the point that they don’t believe they’re able to handle it effectively.

At the same time, marketers aren’t making the most of the software at their disposal to better manage their data streams. For instance, a little more than one-quarter of marketers check their customer relationship management solutions on a daily basis. Meanwhile, nearly 7 in 10 respondents to the study said they would collect more data if there was a sufficient amount of time to analyze it. Two-thirds expressed the same sentiment if they were able to see all information in a single platform and 40 percent said as much if they could access data on any device.

A reflection of the recruiting industry
Many of these concerns ring true in recruiters’ ears. This echoes the sentiment expressed by Harvard Business Review, which explained a company’s content strategy is inextricably bound to its ability to recruit the most talented individuals. The current employment market should provide motivation. Just six months after the U.S. economy stabilized after the Great Recession, 54 percent of businesses saw their top talent defect. There’s pressure not just to attract but to also retain your most valuable workers. Accordingly, the quality of the digital content available to job seekers will dictate how pleased you’ll be with the talent pool. With the right tools, recruiters are able to gauge engagement with digital content using many of the same resources that marketers depend on.

Increasingly, these recruiters are calling for access to a singular, powerful dashboard that provides them with a 360-degree view of their clients, candidates and business contacts. Among recruiters using paper-based methods to establish relationships with these three Cs, existing workflows present substantial obstacles, especially with the amount of data moving between all stakeholders.

As a result, CRM-based recruiting software offers the greatest number of benefits by integrating multiple data sources and organizing them in an intuitive and user-friendly platform.

Jobscience | Are you having a relationship issue with your ATS? Fix it.

Share This!