- June 14, 2017
- Recruitment Process Outsourcing, Talent Acquisition
Leveraging social media channels, creating brands career websites and posting jobs are among the effective way to use marketing tools now. However, not any of these systems are meeting all the candidates requirements. It is crucial to keep recruitment technology transparency to improve the candidate experience.
We have compiled 4 reasons to show how recruitment marketing platforms are becoming ineffective.
1. Similar Career Site
Companies have similar recruitment marketing platform as their peers. In order to be cost effective and efficient, RMP vendors create same set of templates. These templates eventually becomes standard web page design. Undoubtedly, you have moved things here and there but elements of the page remains pretty much similar. Just insert your content and graphic and your website is ready, exactly similar to everyone else out there.
2. RMPs not a solution for future
In the next phase of recruiting, job demands are outpacing talent. The best candidates are not visiting your website which means hyper competition for talent. The potential candidates are going through back door and you aren’t even aware. If everyone is visiting LinkedIn first, then why not leverage it and make it an integrated part of career site?
The potential talent skip visiting your career site. They go to LinkedIn to see which friend works where. They even connects with hiring manager directly. Even if, they visit your career site, they are not willing to search and apply for a job or join any talent community. In a way, this eliminates the chances of connecting with them.
3. Are your Career site Mobile Optimized?
We have heard many people saying that their site is mobile optimized but after few steps of application process, we don’t get the desired results. This can be because your career front is optimized but not the application.
And even if some site have one page applying process, it does not increase the chances of quality candidates filling your one page applying process. Job seekers can’t even differentiate between ATS and career site.
4. RPMs created by non-tech Vendors
So, let’s have a quick glance at the evolution of the recruiting industry. In the year 2007, companies invested a lot of money on job board and print ads. The Great Recession happened in 2008-2009 when money dried up and job boards and ad agencies suffered. Employers met their goals by cutting their costs. Then came RMP vendors who developed cutting edge technology and had incredible return on investment.
Employer saw immense ROI in opting of RMP, enormous amount of money was funneled away from job boards and ad agencies. Everyone jumped into the game as it is a matter of survival. Their focus is still on making money. So, they can switch to other technologies, if this doesn’t work for them. One thing that definitely works for every company is hiring staffing company for all recruitment needs.