Recruitment 2.0

An ageing population. An ever growing competition for talent. The internet. All of these issues form the context for a fresh approach to candidate attraction.

We now operate in an extraordinarily fragmented media marketplace, not only with the patterns and means of media consumption radically changed, but also with the very concept of “media” itself undergoing a revolution in the face of digital self-publishing.

People will always read newspapers. Of course they will. But does that always make newspapers the best way in which to advertise a job?

We use the phrase ‘Recruitment 2.0’ as a way of describing new thinking, new channels and new approaches to attraction. This doesn’t mean we disregard more established methodologies, but that we judge them instead on merit and see them as part of the network, rather than the network.

Examples of Recruitment 2.0 might include:

- Using search engine marketing to attract candidates;
- Engaging candidates through blogs, feeds and dynamic content;
- A transactional model, when you pay for advertising and recruitment technology based on success, not failure;
- Allowing candidates to respond to recruitment campaigns via SMS / mobile internet;
- Using DRTV (direct response television), as a cost-effective route to large passive communities;
- Using print advertising sense to “signpost” users to your careers site, and taking display advertising space next to relevant editorial.
- PR for HR™, using strategic media relations to capitalise on the credibility editorial coverage can give to your HR and resourcing initiatives;
- Using the unique power of the internet to interact with diverse communities. ( for more see eDiversity )

Proactive. Engaging. Measurable. If you would like to associate your resourcing strategy to sound more like this, let’s talk.