In today’s passive talent market, the best talent will not specifically care about your company’s dynamics and will not bother to understand why joining your company can take your career to the next level. As a recruiter, a lot of effort is needed to attract these passive talents. You should be clear that people’s attention is usually occupied by several things, who wins and who loses, and how to organize the next vacation, etc. Not to mention that they received hundreds of emails a day. To attract the attention of talent, you must rely on the quality of email content and the art of marketing: in the never-ending battle of passive talent, email marketing is the secret weapon for companies to win.
The art of email marketing refers to sending the right content to the right audience at the right time. This is surprisingly confusing, but to create superior email recruiting content, it is not necessary to master 18 martial arts.
With the following simple tips, you can achieve immediate results.
However, here are some key points to consider when developing your strategy:
There is always a Promising Problem in the Candidates’ Mind: “Where is the Real Experience How to Work There?” To answer this QUESTION in the candidate’s mind, try USING social media or email promotion with Materials made in Home. EXAMPLE For, Life shows an Employee Day IS AN Introduction EN OR video of the candidate’s recruiter. Don’t forget how to use the jargon terminology, but a clear language use the ordinate in concise.
Lisa Forest, from AMS, commented: “The content is glamorous, the human footprints and the content very corporate and attractive to the audience.”
Work with the audience
The best way to create content that your audience likes is to ask what kind of content they like to watch.
Lisa Bosque from AMS SAID: “We Always Work with People, How to Work with Students to Guide Us … We MUST NOT assume that the content that APPLIES to staff in general, is an EQUALLY APPLICABLE Executives.”
Show candidates what they are suitable for.
Candidates can understand the one in Amar The brand of their Company, But for Large Companies of Como Deloitte, it is difficult for Candidates to Imagine For What Role They Are Suitable IT IS A Organization So Large the one ordered in the COMPLEX. Try to provide Specialized Information on the ordinate in the video content. Clear paragraph Show what it is like to work in your company, as Deloitte does for college campus candidates.
Bennet Sammann of Deloitte said: “It will be published for what is appropriate ‘to help candidates on campus to take into account the areas of activities and that of the media according to the level of interest and experience”.
You may have heard many times over and over again: the application is always important. But perhaps even more important is how to use this moment. Ellaine Orler, President and co-founder of the Talent Board, said: “If the candidate believes that this is a valuable moment and her question is related to the job, then we will send her a time to run.”
. Lisa Bosque from AMS Agreed She SAID: “I always look at the problem from the user’s point of view after 5 to 15 minutes, I am tired of doing it the Y-LO of I have finished EVERYTHING I do not want to log in again, Choose 17 .. Passwords. WE NEED TO FIND one. “IT IS A WAY TO COLLECT INFORMATION THAT IS REALLY USEFUL FOR THE COMPANY AND ACHIEVE A UN BALANCE BETWEEN THIS AND A CUSTOMIZED AND OPTIMIZED PROCESS SO THAT THE CANDIDATES DO NOT WANT TO GIVE UP HALF.”
In short: think about the problem from the perspective of the candidate and deconstruct and perform an evaluation of your process to determine what is really worth asking.
Interview and choice.
According to the data of Cande paragraph 2016, more than 60.25% of the Candidates Have Had Telephone Interviews, 32.50% of the Candidates Have Had Personal Interviews With an Interviewer and 26.85% of the Candidates Have Had Multiple Interviews with Several Interviewers. The Personal Interviews ES, EL 23, 28% of the Candidates experienced Personal Interviews WITH Multiple Interviewers. IT IS THE CONTEXT OF THE USE OF MISCELLANEOUS Current Generalized Interview Methods, More Important Is That Companies That Never Candidates Paragraph Prepare A IS THE UN Success Interview Process in particular.
Lisa Bosque from AMS SAID:. “WE HAVE A Process to advise Candidates and tell them what they should do for a telephone interview before talking to us. What type of research do they need to do and what kind of environment do they need? Interviews, including telephone interviews? Like Face-to-Face Communication , etc., INCLUDE EVERYTHING. Clear and concise questions and answers are very important. “
Allowing the unsuccessful candidate to have the opportunity to evaluate the interview process is a source of information on the experience of the candidate of the Y-What remains to be improved, but this source is often not developed. In recent months, Deloitte has launched Do Why not do a survey of the candidate’s experience ?
Bennet Sammann of Deloitte SAID: “After obtaining the Results, we will analyze AND THEN we will extract SOME Key Statistics and share them with Our Recruitment Leaders and Business Leaders We encourage the Leadership team to influence the Recruitment Behavior by Recognizing Members. Recruitment Team DUE TO A Queue Many Times, When Respondents Responded Son, They Will Say How My Recruiters Are, But Recruiters Cannot View Comments This Will Give Some Recognition to UN Recruiters, and We Can Evaluate v The Set from The Beginning to the End. The Candidate Experience Process “.
Hiring / new employee announcement
It is important to remember that the excellent experience of the candidate ends here after the offer has not been issued. Before entering the Work and entering the Work, the KEY periods for YOUR Company to establish a relationship Employees WITH The New. That DeStaCo Lisa Bosque: After “even Small things also important Son and that he gave me the issuance of NOTICE of acceptance, I have to deal with the procedures in a timely manner, if not, I would not be particularly Feel that you need me, As I I did in Hiring attention “”
“Concierge level service”
Deloitte recently established a New UN Service Specialist to Ensure a smooth entry experience Once Accepted. Sammann SAID: “This Really Helps Recruiters A focus IS to recruit New Talents, and also provides Candidates with Expert Resources to help them WITH all the paperwork, Background Checks, etc. For Candidates, try to accept them.” This Process is very cumbersome and sometimes confusing when the real role is completed and the transition is completed. “
. The Entrance Experience Dębe Be positive, NOT Only positive But also always commented Forest: .. “Candidates have gone through a variety of Y-Processes have obtained a good experience. They are very good. However, if there is a person with negative experience. One Its Around, This is EQUALLY destructive to the candidate. ” To achieve this consistency, the technology that supports intuitive automation can be used to provide the communication that the candidate desires throughout the process of incorporation.
The candidate who cannot become your future client, interested actor, IS YOUR father-in-law INCLUDED OR! Therefore, the Elimination Detection Adequate and Success Without Are Extremely Important.
Use the power of a good candidate.
The second best candidate in the Recruitment Process is usually a person who really adjusts to the culture of the Company because it advances in the Recruitment Process. It is worth keeping in touch with The Company.
Lisa Forest said: “We have a framework to communicate with [candidates] through forums and share with innovative leadership, not just company information. We have always advocated to communicate with all talents.” “.
Just as the applicants want to have a deep knowledge of their company and their possible roles, they also want transparency in the election.
Lisa Forest said: “When we refuse, when I think we really make a difference, we don’t use euphemistic words for icing, and we wrap up the real reason. We will do our best to provide feedback, be honest and brave.” “They are truly transparent, there is no room for misunderstanding and we maintain sincere communication.”
This is a good impression of a reliable brand, but also for candidates.
General information is constantly changing. The above suggestions can help your company adopt the platform, tools and practices. Correct in the time that supports the entire life cycle of the introduction of talents.