We think that the real currency of recruiting, the thing that companies should really care about, is relationships.
Let me explain. Looking back at the last 10-20 years, most recruiting teams have all been focused on the same thing:
Or more specifically, getting more applications.
Everything that they’ve invested in (job boards, ATS software etc) has been designed to help them optimize the number and handling of applications that they receive.
Companies have figured out that many of the people that they really want to hire aren’t interested in applying. They aren’t clicking on job ads and filling in lengthy application forms.
If they want to talk to these people, recruiters need to do something different. They need to focus on building a relationship, not “selling” a job.
Shopping for jobs
Sam Ramsey who heads up resourcing at Balfour Beatty has a great analogy to describe this. From a retail background, she likens traditional application processes as taking someone in your store straight to the checkout. People are being asked to buy something (i.e. apply for a job) without being told exactly why it’s relevant to them or why it’s a good fit. Hardly a recipe for big profits.
What we should be doing she argues, is walking candidates through the whole store, establishing trust, marketing our company to them, and then asking them if they’re interested in checking out and spending their money.
The relationship always comes first.
Building a movement
Human nature is a funny thing. As much as we like to think we’re different, that we’re unique snowflakes, we all share a few fundamental traits.
We all share the desire for belonging. Whether it’s a church, a neighborhood, or a sports club, we want to feel like we’re part of something that’s bigger than us.
Recruiters are starting to tap into this. They understand that even if someone isn’t looking for a new job, they might want to hear more about your company, they might want to learn more about your industry, they might be interested in starting some kind of relationship.
We’re not talking about job alerts or email blasts, we’re talking about consistent, relevant communication that shows candidates who you are as an organization and tells them why they should think about investing a big chunk of their time on earth inside your walls.
At the end of the day, that’s what it’s all about. Convincing smart people that they should spend their lives working at your company.
Your golden ticket
Recruitment marketing doesn’t have all the answers, but it’s emerged as the best way for companies to be more proactive about building relationships with people that they actually want to hire.
It’s what people like Sam Ramsey use to create the complete “shopping experience” that candidates look for nowadays and as a result, it’s little wonder that it’s becoming so popular for organizations of all shapes and sizes.
This is the point where we could give you a pitch. We could talk about the capabilities of Beamery, explain what our software does, and how it’s helping forward-thinking organizations like yours transform their recruiting results.
But that’s not what’s important.
The important thing is this: if you want to hire the very best talent, if you care more about building relationships than collecting resumes, if you want to join the movement, then our product could be exactly what you’re looking for.
And at the end of the day, that’s all software can be – an enabler to help you hit your goals.
Or, to use the colorful example below: it should turn you into an awesome person who can do rad stuff!
If this sounds like you. Take a look at Beamery.
Come see what all the fuss is about.