How the Future Will Change Your Employer Branding Strategy | The Acquirer

What the Future in Talent Acquisition Has in Store for Business

What the Future in Talent Acquisition Has in Store for Business

What Will Your Employer Branding Strategy Look Like in the Future?

As new players enter the talent tech marketplace and the economy experiences record low unemployment, many recruiters are looking towards the future of talent acquisition.

Simply posting a job ad and hoping for the best won’t cut it in today’s ultra-competitive job market.

As the hiring and recruitment landscape continues to evolve, so should your employer branding strategy. Learn about the future of talent acquisition, so you can send the right message to potential candidates and retain top-tier talent.


The Rise of Social Sourcing

It should come as no surprise that 94% of employers currently use social media to recruit candidates and 73% have hired an employee through social media.

Social profiles tend to give more accurate pictures of potential candidates. They also help you connect with candidates in an authentic way.

When it comes to adjusting your employer branding strategy, you need to start creating content tailored for each platform, including social videos, blog posts, and status updates that talk about what’s going in your industry.


Instead of simply talking about the perks of working at your company, talk about the values that matter most to you and your team. Establish your company as a thought-leader by exploring innovative ideas and sharing these online.


From Proactive Recruiting to Interactive Recruiting

Going hand-in-hand with social sourcing, proactive recruiting is giving way to something called interactive recruiting. This means applying  consumer sales and marketing tactics your organization uses to reach and convert new customers.

Sure, you can blast out cold messages to potential candidates on Instagram or LinkedIn, but how many of them are going to respond?

If you want to actually convert these potential candidates into new hires, you need to develop a relationship of mutual trust between you and the candidate. It may take weeks, months and dozens of initial interactions before you successfully win over these candidates.

Don’t rush into a job offer.

Instead, engage these candidates by talking about what’s happening in your industry. Leave comments on their posts, share articles that are relevant to the job at hand, and talk openly about your priorities as an employer.


The Rise of Recruitment AI and Automation

Hiring managers may not need as many recruiters in the future as they do today. Artificial intelligence and automation are quickly taking over the recruitment industry, automating routine processes such as evaluating resumes, scheduling interviews, and even contract negotiations.

The average recruiter spends about 6 seconds looking at a resume, but …

AI programs can search through hundreds or even thousands of resumes in a matter of seconds, picking out candidates with the right experience and qualifications. These tools can look for certain keywords and phrases in resumes that describe the ideal candidate. Automatic scheduling tools will then setup interviews with qualified candidates. The more data these programs collect, the smarter they become, helping them identify qualified candidates with the utmost precision and accuracy.

Hiring managers can sit back and watch as these digital tools simplify the recruitment process, slowly rendering traditional recruiters obsolete.


Saying Goodbye to the Traditional Resume

Today’s candidates aren’t following in their parents’ footsteps. They may take a year off to volunteer, work as a freelancer, or take a nontraditional approach en route to their dream job.

Hiring managers know this, which is why the recruitment industry will shift towards personalized games, puzzles, and quizzes to quickly gauge the qualifications of potential candidates instead of analyzing what’s listed on their resumes.

AI programs and automation tools will then collect data from the results, allowing them to quickly identify potential candidates and move them onto the next stage of the evaluation process. This quickly winnows the field of potential candidates, so recruiters don’t have to spend precious time reviewing resumes.


Find Your Niche

If you’re trying to fill positions at a mid-size company or a large corporation, make sure you’re posting content and engaging with candidates that are relevant to the field at hand.

Find the right niche for your employer branding strategy, so you can attract the right candidates instead of spreading your campaign too thin. You can even create separate profiles and accounts for different teams and departments to make sure your content stays relevant to the position at hand.

Keep up with the latest employer branding tactics and attend talent acquisition conferences related to your industry. Be interactive with potential candidates and focus on messages that accurately portray the values of your company.


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By |2019-06-20T21:07:09+00:00May 27th, 2019|

About the Author:

Byron Mignanelli

Experienced business leader with a proven track record of success as an entrepreneur, CEO and business unit leader. Demonstrated success at building highly effective sales and marketing teams that deliver above market returns.

10 years experience developing, launching and executing leading business management conferences. Directly involved with marketing strategy and execution for over 40 new executive-level industry events within multiple management functions and industry segments.

Deep market knowledge of management and industry trends, ability to synthesize large amounts of data, uncover new markets and produce measurable financial results.