Driving top tech talent to your company can be a difficult task. After all, if you’re reaching out to the best tech talent out there – chances are, your competitors and everyone else in the tech game are reaching out to them too.
In order to attract top tech talent to you company, it goes deeper than sending a clever email to get a candidate’s attention. It extends beyond having an interesting job posting up on Dice or Stack Overflow.
So, what’s needed? Recruitment Marketing.
Simply put, recruitment marketing is the process of attracting, engaging, and nurturing talented individuals to your organization by marketing to them.
Of course, not every company looking to hire exceptional tech talent has a budget to be able to hire a Director of Recruitment Marketing or a Data Scientist or a Recruitment Marketing Specialist.
However, it’s important to be aware that from the time an individual becomes aware of your company to the time they decide to apply – recruitment marketing is the key driving force.
Instead of forking out money to hire a team of recruitment marketing experts, here are four ways to utilize recruitment marketing principles to not only entice the best tech talent in the industry today – but to ultimately hire them as part of your team.
Push out content that is useful to the tech talent you are seeking Most tech candidates receive numerous outreach attempts from recruiters on a daily basis. Of course, a lot of the outreach is boring or one-size-fits-all. It includes an email with a job description, what the company is looking for in the ideal candidate, and an inquiry for a day and time to connect for a phone call.
Instead of taking the same approach as all the other recruiters making outreach attempts, take the time to find out more about your top prospects. Don’t make your first contact about a job opportunity. Get proactive and start building relationships with top tech talent by sending relevant industry news, articles, and other content that could be useful. As a result, they will get an opportunity to get to know your company without having another opportunity immediately shoved down their throat.
Let data drive your recruitment activities It’s easy to dump dollars into recruitment tools such as Dice, GitHub, Stack Overflow, and other resources. By taking a marketing approach, you can utilize recruitment marketing data to find out which sources are bringing in the right talent.
Use this data to make decisions on which recruitment activities are going to yield the best ROI. This will also help reduce the need for third party recruiters, allowing your company to build a proactive tech talent pool for now and future needs.
Rather than focusing on a one-time reach out, focus on multi-touch points According to Salesforce, it takes 6 to 8 touches to generate a viable sales lead. Candidates are no different. Building an outreach campaign that provides a healthy blend of targeted content is an important aspect of nurturing these relationships for future opportunities.
In order to get the right tech talent in the door, it’s important to build and nurture those relationships even when opportunities are not immediately present. This includes ensuring that all of your content and outreach is crafted with the ability to impact the decisions candidates make about opportunities at your company.
Consider adding a recruitment marketing platform to enhance your strategy Although there are a lot of ways companies can implement a recruitment marketing strategy into their overall talent attraction strategy – sometimes technology can help drive that vision forward.
There are quite a few recruitment marketing solutions out there for you to analyze for the right solution at you company. Phenom’s Talent Experience Management platform helps make recruiters more productive by leveraging the best practices of e-commerce and customer relationship management to create an experience where phenomenal people can find their dream job and phenomenal companies can find their dream hire.