30-second read (+3:32 watch) | Engage on LinkedIn here
Recruiters get a bad rap, but it’s not their fault.
Their function is just slow to evolve.
The solution is simple––and it has nothing to do with fancy technology.
It’s seeing recruiters as the number one distribution channel of information about working at your company.
Recruiters want to be content marketers, but they can’t.
They want to be more transparent at the top of the funnel, but they can’t.
They want to increase their response rates above 1%, but they can’t.
They want to skip the unproductive screening calls by using content as their filter at the top of the funnel, but they can’t.
And too much of the employer branding advice out there is focused on things that don't directly enable recruiters.
If hiring is your metric, it only makes sense to help them do their jobs better.
So as long as outbound is the number one way that your recruiting team manages quality, improving this channel needs to be seen as the top priority.
Tactically, here are some ideas:
- Invest in copywriting resources for your recruiting team.
- Design content specifically with outbound as the primary use-case.
- Take down all gates to information. (Yes, including comp.)
- Give your recruiters permission to be marketing-led instead of sales-led
P.S. The Employer Content Show is back tomorrow (4/21) at 12 pm PT.
James and I will be discussing The Biggest Missed Opportunity in Talent Acquisition
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