Digital Recruitment Never Stops Working for You: Part Two
Now that you know the basics about digital recruitment, it’s time to talk shop. If you’re like most companies and human resource managers, your first question will likely be about cost. Here we go.
What's the ROI on taking a recruiting strategy social?
There are many advantages to a digital recruiting strategy, but the return on investment is what management finds most valuable. First, let’s chew on this fatty morsel:
- $4,000 is the average amount U.S. companies spend to fill an open position. (Talent Acquisition Factbook 2015, Bersin by Deloitte, April 2015)
While the $4,000 could be used in a myriad of ways from recruiter fees to travel expenses, it’s safe to assume that a large chunk of that amount was spent just getting the word out about the position and narrowing down the right candidates. Job board memberships, time wasted in interviews with unqualified leads, advertisements, software--there’s a lot of money going into processes that aren’t directed to your specific employment needs.
Do what works and shutoff what does not
The beauty of digital recruitment is in its targeted agility. Despite--and perhaps because of-- its huge data powerhouses, social media can be used to create elegant campaigns directed at highly specific goals. For instance, digital recruitment can
- Target social ad campaigns and posts to people who are a good fit for the job or the company.
- Help you collect valuable data to see which strategies are working (and which ones are not).
- Allow you to instantly reduce paid spend on outbound recruiting efforts that aren’t working and apply it to the ones that are.
The takeaway: Digital Recruiting stretches your marketing dollar
Digital recruitment can also boost your overall marketing efforts. In fact, using paid spend on social for recruiting and marketing can reduce the budget of both departments while increasing their overall reach and effectiveness.
Just like happy customers make exceptionally willing brand ambassadors, if your current employees are happy, engaged, and challenged then they are more likely to refer people to join the organization. Featuring employees on social and letting people know how they make a positive impact lets their friends know that they are work for a great organization.
84% would consider leaving their current jobs if offered another role with a company that had an excellent corporate reputation Study
And, because happy begets happy, customers who peer on these posts can only feel more confident in the products and services they seek from you. And, who knows? Maybe your next raving fan will be your next passionate employee.
Still a little leery about next steps? Read More Here . We’re going to tackle your social media recruitment process.
