3 recruitment marketing trends that will dominate 2019

3 recruitment marketing trends for 2019

In order for us to predict what our recruiting will change in 2019, we needed to first look at 2018.

According to Glassdoor, 76% of hiring managers reported that attracting top talent was their greatest challenge in 2018. This finding comes as no surprise considering that US unemployment rate in 2018 was the lowest in almost five decades, according to the US Bureau of Labor Statistics.

This trend will continue well into 2019. This means that employers will face an even bigger challenge when it comes to attracting top talent. Compared to the job market of the past, candidates now have far more power than employers. They are the ones choosing where they want to work, not the other way round. Employers who post their jobs and wait for talent to apply will be left empty-handed.

Now that candidates are calling the shots, employers have to apply innovative recruiting strategies in order to stand out from their competitors in the war for talent. This is where recruitment marketing comes in.

Top 3 recruitment marketing trends in 2019

Recruitment marketing is the process of using marketing tactics to attract potential candidates and nurture them until they are ready to apply to your open job positions.

If you want to be successful at hiring in 2019, you should make these three trends your top priority.

Improved communication. Effective communication is the cornerstone of a successful hiring strategy. And yet, despite talk about candidates having the upper hand in the current job market, most companies still don’t treat them with respect. An astounding 77% of job applicants receive no communication from the organization after applying for an advertised position, according to a Talent Management and HR report.

Not providing continuous, timely and effective communication throughout your recruitment process is a sure way to ruin your employer brand. According to CareerArc research, 72% of job seekers that had a bad experience told others about it, either online or in-person. It would really be a shame to have all your recruitment efforts shattered and your company’s reputation destroyed over such a simple task of updating your candidates on their current status in the recruitment process.

Keeping candidates informed in real time might seem like a complicated, time-consuming task. It is, if it is done manually. Luckily, modern recruitment software is equipped with everything you need to delight your candidates with great communication. Deliver quick updates through text. Implement a chat to answer questions 24/7. Create recruitment email campaigns that feature video profiles. And this is just a start.

Recruitment content. In the past, the only recruitment marketing content companies had was a job description. Today, job descriptions have upgraded into job advertisements. Modern job postings have evolved beyond listing the company’s needs and their job requirements and qualifications. Job postings are now created as advertisements focused on candidates and what a company offers to them.

Many other types of recruitment content have emerged as well. Best-in-class employers have started implementing different recruitment content ideas to promote their brand, not just open job positions. They do it by creating engaging content for their career site, developing company culture and employee testimonial videos, writing regularly on their career blog, producing posts for their social media networks, actively updating their company profile on company review sites and more.

It is important to stress that, if you want to achieve the best results, your recruitment content shouldn’t sound like a commercial. If it does, candidates will be turned off by it because it sounds fake. Your prospects want to see the story behind the scenes since that is what they’ll be buying if they accept your job offer.

A great way to give them a true glimpse into everyday office life is by encouraging employee-generated content. Empowering staff to create and share work-related content will be the holy grail of recruitment marketing content in 2019.

Creating a talent pool. These days, most of your potential candidates already have a job. This means that they aren’t actively looking for open job positions on job boards and career sites. This is especially true for top performers, who receive job offers daily through their LinkedIn profile, not to mention other communication channels.

If you want to convince these top performers to come work at your company, you’ll have to do much more then send them a cold recruiting email or LinkedIn message. You’ll need to make a great first impression in your outreach then continue building relationship with them until they are ready to apply. You can’t expect them to leave their current job or invest a lot of time in your application process just because they’ve seen your job description—no matter how brilliant it is.

Build relationship with potential candidates by communicating with them regularly through engaging content. Make sure each piece included an invitation to join your talent pool. This simple, yet highly effective lead generation tactic will help you build your talent pool quickly and easily.

Implementing these three key recruitment marketing strategies should be a priority for every company who wants to be successful at attracting and hiring top talent in 2019. Almost no company seeking to thrive in today’s competitive job market can afford to do without them.

Learn how Hospitality Recruitment Agencies can be your friend.

Back

What Clients Say About Patrice & Associates

  • I am grateful to have met Corina and will surely have a professional working relationship with her for years to come!

    Corina Mack was extremely thorough and quick to respond to all of the needs of myself as well as her business client. Her ability to communicate between the 2 of us made the process so quick. Corina was very knowledgeable about the company she was representing and their current team that was in place. Sometimes companies receive an overwhelming amount of applications for positions and Corina’s ability to pre-screen potential candidates surely expedited this businesses needs to fill their role.           Regards, John R. Guyon III I am grateful to have met Corina Mack and will surely have a professional working relationship with her for years to come!
  • Erin DeFreitas was Top - Notch!

    Could not have been better!

                          Thank You!     Eddie T. Erin DeFreitas was top-notch!
  • I am beyond thankful Jaclynn Graybill!

    Jackie was my recruiter and she truly is an exceptional addition and excellent employee!  Patrice & Associates provided amazing service which made my decision to chose this organization to work for seamless.  I have referred Jackie to a few of my friends, and I am confident they will receive the same outstanding experience as well!

    All the best,

    Chantal

    I am beyond thankful Jaclynn Graybill!
  • I give Jay a 10 out of 10! 

    Jay Gray is an exceptional recruiter and someone who truly cares about what his client is seeking for employment. Jay helped me through the entire hiring process and made me feel confident about my new career opportunity. I am truly grateful to have had his help. Once again, thank you for you service and it really did help me in a time I needed someone like Jay to come in and help secure a position that valued my worth. I’m really enjoying my position and I’m fortunate for the help!               Much Thanks! Walker Patterson I give Jay a 10 out of 10!
  • I have been nothing but completely happy with Jonathan Litt

    Jonathan Litt has been absolutely amazing during the process of getting me hired for a new position. I’ve been in hospitality for many years, as a Director of Finance in hotels. The last year and a half has been quite difficult, even for those of us who remained employed during the pandemic. After a year of running a department alone due to property wide layoffs, a stressful transition (brand and management company), working crazy hours, along with a 20% paycut for 9 months, I started feeling very overwhelmed and drained. I told myself it might be time for a change and I was going to let the universe help me. And, it happened! Jonathan Litt found my resume and reached out to me inquiring if I was interested in a Finance Manager position, in the Food world. And, I thought that it was worth speaking to him.
    Immediately, I felt this position might be a great fit for me. From the very first email, and texts, he was amazing. He is so professional and helpful, down to helping with revising my resume to point out things I hadn’t even thought of, to helping with getting prepared for the interview. I’m so confident in my abilities but always hated interviews because you never remember the things you want to explain or the right questions to ask. I also find it to be amazing that he reaches out via text because we all know how much easier texting can be these days when you’re in meetings and/or have deadlines and cannot always hop on a call. I was offered the position and start in 2 weeks and I’m so excited! I’m grateful that I can stay in finance, while taking a chance in a new direction, albeit still in hospitality, and will finally have a better work/life balance.
    I would absolutely recommend Jonathan Litt not only for anyone seeking a new role or for companies seeking the next “right fit” for their business. I look forward to keeping Jonathan in my circle of contacts.
    Thanks,
    Erica Garner
    I have been nothing but completely happy with Jonathan Litt