5 digital advertising methods to spice up the HR trade
It’s common to wonder that HR has nothing to do with digital marketing anyway. These two verticals seem to work in two completely different directions. However, given the popularity of social media and advanced technology, hiring managers are taking advantage of the tremendous opportunities digital marketing offers to find and retain talented candidates.
HRs have come a long way to incorporate digital marketing strategies into their recruiting and other employee-related functions. For example, the use of online job portals has become a universal trend in the industry that has shifted to the use of social media networks for highly qualified talent. Nowadays, companies work hard to keep up with technology trends in training, recruiting, and talent management.
That being said, HR managers have gradually become the most valued industries. With the introduction of digital media strategies, they are changing from the role of job hunters to real brand manufacturers.
Social media for talent acquisition
Social media and networking sites are becoming a tremendous resource for reaching experienced and qualified candidates. According to a recent study, around 94 percent of recruiters are very active on LinkedIn. It streamlines work in the recruiting industry by allowing recruiters to reach out to potential candidates and job seekers talent leaders.
It also makes it easier to review a candidate’s résumé as talent leaders can quickly go through their social media profiles, reducing the time it takes to plan hires and interviews. In addition, the use of social media facilitates the opportunities for interaction, which further help the HRs to recognize that the candidates are suitable to fill the position.
Current web presence
An updated website is a channel to build trust between organizations and job seekers. Since it is the first thing job seekers testify, a company’s website acts as an information hub through which they can scroll through the company’s recruiting opportunities and lists.
The HR teams focus on keeping the website up to date and reflecting the company’s work culture, ethics and trends. For example, sharing growth reports on the company’s website can be a great technique for gaining insight into the performance of the company’s employees. In addition, informative articles can be created that correlate with other industries to ensure brand visibility.
Digital employer branding
People are the company’s most important capital. Employer branding to show that the company is a good place to work. The concept of employer branding is much more than distributing collateral or creating a Facebook or LinkedIn page branded with the company.
Digital brand awareness tools can help HRs create a company’s outstanding employer branding. Today’s HRs use a spectrum of channels from the web to social media to strengthen the employer brand in a digitally transformed ecosystem. This could include using social media network platforms to manage the employer’s brand identity through flawless content.
Realize strong data analysis
Companies that employ strong data analytics outperform their peers in talent management and acquisition. With analytics, HRs can attract people with the right skills and effectively manage talent. In addition, analytics can help HR departments get measurable insights into hiring, performance, productivity, pay and benefits, and so on.
In addition, to improve employee retention and create efficiency, HR departments can examine employee turnover rates, which will help make better decisions about employee engagement and exit. Using specific HR analytics that can be built into financial data can help create a cost-effective HR ecosystem.
This can also include using workforce performance analytics to identify good and bad performers. As a result, HRs can make the right decision to train and support employees who need to excel.
Effective communication successfully trains employees, informs them and inspires them. A solid internal communication plan will help promote cultural change and encourage employee engagement.
Embedding digital tools in the internal communication plan can lead to an improved employee experience. For example, blogs can be an effective digital tool for sharing the right information with employees.
In addition, HRs can use social media groups as a platform for involving employees.
Digital marketing has opened up different ways for job seekers and recruiters to get involved and build a strong platform for attracting employees. By using the tools of digital transformation and their integration into HR functions, valuable talent can be mapped and a robust HR ecosystem can be developed.
– Article by Dr. Yogita Tulsiani and co-founder of iXceed Solutions (Global Tech-Recruiter Provider).
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