We talk a lot about the marketing and recruiting overlap in our industry, a discussion that’s largely theoretical – like almost every trending topic in an industry desperately searching for professional validation.
If you’re one of those talent practitioners still denying the fact that recruiting and marketing have become more or less indistinguishable need to face the facts:
Almost all talent acquisition activity occurs online.
The starting point for online consumers is almost unilaterally Google (or some sort of search engine)
Career related results are returned in the same searches as consumer-facing keywords.
The online behaviors of consumers and candidates are more or less indistinguishable. All consumers are potential candidates.
Converting customers or candidates to a consumer or employer brand CTA depends almost entirely on user experience and interface.
The purpose of marketing is to generate, develop and convert qualified leads. The purpose of recruiting is to generate, develop an convert qualified hires.
Therefore, as the above high school geometry style theorem should prove, if you’re hiring online, you’re marketing online – and candidates, as online consumers of content, expect a consumer grade experience when making an online purchasing decision.
via Candidate Experience: Rage Against the Machines | Snark Attack.
