Posting vacancies that closely resemble a job description is no longer working to engage candidates. Posting job ads that are bullet point lists, relying on organic distribution on LinkedIn with disengaged messaging such as “I’m looking for X, come join us” is no longer up to par.
But writing job ads, supplementing them with relevant content, and distributing it to the right talent at the right time delivers results. And for any Talent Acquisition team, thinking more like a digital marketer is a given part of the role to deliver outstanding results.
The advertising strategy cannot stay the same as it once did, and the tools and insights on which you act need to be updated to reflect the current market conditions. Creating content and making sure that you work in a streamlined and efficient manner, constantly communicating with relevant Talent Pools with what is relevant and interesting for them is how you continuously secure a steady pipeline of candidates for your recruitment needs.
This market shift equals that a Talent Acquisition team needs to be good at Storytelling and writing excellent copy but, at the same time, understand the use of Personas and how to use multi-channel approaches to communication. Paid Social and e-mail nurture campaigns are not only for Sales and Marketing anymore but a cornerstone of Talent Acquisition, and it should be second nature to A/B-test the initiatives that were undertaken.
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