The New Recruiter

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In our efforts to continually improve our hiring processes, we’re envisioning a new kind of recruiter: the Recruiting Marketer (RM). This isn't  someone who recruits marketers or markets to recruiters, but rather a person who recruits new talent using the tools and strategies typically considered the stuff of marketers.

Recruiting, Wikimedia Commons

Creating an Employer Brand

As one of the earliest advocates of Social HR, we’ve always seen recruiting as marketing and recognized social networks as powerful recruiting tools. Employer branding has also been integral to our recruiting activities and success. As we move toward a continuous recruiting model, we will be solidifying that commitment with the creation of this new role.

Cross Training for Recruiters

The advent of online marketing led to the emergence of “growth hackers,” requiring an amalgam of sales, marketing and technical skills. So too has the convergence of online recruiting, social networks and the war for talent created the need for a new kind of recruiter. This new type of recruiter will use the tools of the marketing trade to generate awareness and demand; and then move candidates through a continuous recruiting funnel to fill current and future hiring needs. 

  1. The RM will own these activities—posting videos, images and other content to Facebook to create the desired employer branding; creating a strong social media presence across multiple platforms and using that presence to connect with potential candidates; providing consistent messaging and a conduit for applications on LinkedIn and other social networks; and conceiving innovative promotions to attract potential candidates.
  2. Regular inbound marketing activity will produce recruiting leads, which will then be nurtured to fill current and future openings. Whether or not a current position is available, the RM will forge relationships with candidates and maintain contact. Creating a superior candidate experience throughout will be an important part of the RM’s role.
  3. The RM will ensure that job descriptions are crafted as marketing communications, targeting identified groups and personas developed with the input of current employees and their managers.
  4. Throughout the recruiting process, data will be captured and analyzed to improve future performance and support future planning.
  5. To make sure that recruiting with a marketing bent doesn’t lead to “hire’s remorse,” the RM will also work closely with HR and management to support onboarding and work experiences that are consistent with the company branding reflected in the recruiting process.

The Recruiter of the Future

The role we imagine for this Recruiting Marketer undoubtedly represents the recruiter of the future. At minimum, every company big enough to have a recruiting department will have to add a marketing associate to that department or risk losing the war for talent to more progressive competitors. The internet has blurred the lines between marketing and sales, and now it’s blurring the lines between recruiting and marketing. Coloring inside those lines by sticking to old practices may seem tidier and safer, but it’s the illusory safety of an outdated recruiting comfort zone.

 

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Did That Job Posting Say Salesman?

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We’ve recently shared a number of articles on achieving workplace diversity, our efforts to improve gender balance and some thoughts on pay equity, regardless of gender. The other day I came across a job posting that clearly demonstrates just how far short of ideal the current environment is. Here is a screen shot of the job posting in question. I’m ashamed to say that the company who posted it is in our own backyard. Right there, in the first paragraph, two sentences hit me in the face: “Have you never met a better salesman than …

How to Prepare for One-on-One Meetings with Your Manager

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One of the most commonly cited reasons for staying with (or leaving!) an organization is the relationship employees have with manager or direct supervisors. If you’re fortunate enough to work with a company that mandates or encourages regular one-on-one meetings between employees and their managers, make sure you become an active participant in those meetings. Photo by malouette,Flickr If the company is doing it right, you’ll be given time in each meeting to talk about what’s on your mind. Take some time to prepare for these meetings. Share your ideas, aspirations and concerns …

Twenty-one Questions for Great One-on-One Meetings.

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If you believe, as we do, that one-on-one meetings are still the best way to build strong working relationships with everyone on your team, you’ll want to make them a priority. Of course, when you’re distracted or struggling to shift focus from other responsibilities, it can be a challenge to get the conversation started. Photo by Sonny Abesamis, Flickr Socates said "“My way toward the truth is to ask the right questions.” Confuscious clearly believed in the power of good questions too, having written: “The man who asks a question is a fool …

One-on-Ones: Making them Work

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We’re a technology company. We create software. And the heart of our software is people: the people who develop it, sell it, support it and use it. Our objective is not to replace people with technology or to build technology barriers between people—the opposite in fact. Our goal is to enhance workplace relationships by making work easier, more connected and more enjoyable for everyone. Developing and maintaining those workplace relationships is one of our top priorities. Photo by ashraful kadir, To make sure it happens, we’ve developed the following best practices for one-on-one meetings. …

Bridging the Gap between HR and Finance

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PayStream Advisors has just released a report called “Driving Critical HR Business Processes: A CFO’s Guide to Human Resource Management Solutions.”[1] Wait a second, does that say CFO? Photo by Alan Cleaver, Flikr The report starts with the following statement: “For some time now, PayStream Advisors has witnessed the growing trend towards increasing the CFO’s role as it relates to human resource management (HRM) and payroll. Human resources (HR) plays a critical role in organizational growth, performance, and profitability, and CFOs are becoming advocates for making HR a field driven as much by …

Leading the Way in Unified ERP/HCM

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Just the other day I wrote about the impact that working on exciting, industry leading software has on our people—creating an energy and enthusiasm that comes from contributing to important work. Well, now we’ll be ratcheting that up a notch after yesterday’s announcement of our strategic partnership with Maxwell Health. NetSuite #2, Forbes Most Innovative Growth Companies 2014 When TribeHR was acquired by NetSuite, small and mid-sized businesses gained access, for the first time, to an integrated, cloud-based ERP and HCM software suite. The addition of Maxwell’s revolutionary cloud solution for employee healthcare and …

What’s the Buzz at TribeHR?

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TribeHR prepares for ALS ice bucket challenge! Things are pretty exiting here at NetSuite TribeHR. We’re working on next generation HCM software that is truly awesome. On a daily basis we engage with fascinating businesses around the globe. We’re regularly hiring interesting and talented new people. Soon we’ll be too big for our current space, so a move to bigger and better digs is also in the cards. I’d have to say that there is a definite positive energy happening. Work is a lot of fun these days. Not that it wasn …

The Case for Continuous Recruitment

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I’m always surprised by the intermittent way most companies recruit. Even those with designated internal recruiters seldom look for potential candidates except when they have an existing vacancy to fill or a hiring requisition in hand. Public Domain, Flikr And what’s wrong with that? Let’s consider it from the perspective of sales. Most sales people have an annual objective or sales quota to meet. Let’s say, for example, that you have a sales quota of $100,000 this year and $150,000 next year. In your planning process for the coming year, you might equate that …

Achieving Fair Pay Regardless of Gender

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Recently we shared some of our own efforts to increase the diversity of our workforce, especially with respect to gender balance. Like most software development firms, we typically receive many more resumes and inquiries from male candidates, especially for software engineers and other technical roles. Recently, we’ve had some great success sourcing qualified female candidates through a local job fair, although we’re still not sure what caused the unusual skew in that instance. In addition to being a software development company, we’re also an HR company, by virtue of the fact that we develop …

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The Latest from Workplace Tribes
The New Recruiter September 19, 2014
Did That Job Posting Say Salesman? September 17, 2014
How to Prepare for One-on-One Meetings with Your Manager September 15, 2014
Twenty-one Questions for Great One-on-One Meetings. September 12, 2014
One-on-Ones: Making them Work September 10, 2014
 
Bridging the Gap between HR and Finance September 08, 2014
Leading the Way in Unified ERP/HCM September 05, 2014
What’s the Buzz at TribeHR? September 03, 2014
The Case for Continuous Recruitment September 01, 2014
Achieving Fair Pay Regardless of Gender August 29, 2014