Although unemployment is high due to the COVID-19 pandemic, many employers are still stuck trying to recruit qualified professionals for key positions. In-demand candidates like developers, engineers, and sales reps are incredibly hard to find. Companies are having to rethink the traditional candidate sourcing techniques and develop new ways to attract passive candidates.
Although unemployment is high due to the COVID-19 pandemic, many organizations are still stuck trying to recruit qualified professionals for key open positions. In-demand candidates like developers, engineers, and sales reps are incredibly hard to find. Companies are having to rethink the traditional candidate sourcing techniques and develop new ways to attract qualified passive and active candidates.
Two of the key tools leveraged by talent acquisition teams in addition to traditional job postings, are employer branding and recruitment marketing. Qualigence International is now proud to offer both of these services in addition to our standard recruiting, executive search, and sourcing solutions.
Interested parties can learn more by visiting our website at: https://qualigence.com/solutions/recruitment-marketing/
In short, employer branding is about creating and maintaining a positive image for your business as a great career opportunity for candidates. More and more businesses are finding it difficult to even get candidates on the phone, let alone convince them to apply.
With a strong employer brand and associated recruitment marketing, your can make an impression on target candidates and make a compelling argument for why they should apply to your company over other organizations.
My inhouse marketing team at Qualigence has more than 20 years of experience developing employer brands and marketing collateral for many high-profile brands, large and small. These services are an extenion of the support we have been providing quietly for decades. Time and time again, our clients have realized the value in our marketing team's expertise in both marketing as well as recruiting.
“Whether it’s creating a new employment page, crafting Google ads, social media posts, or an entire email marketing campaign, we can help businesses attract top talent,” said my marketing and PR manager Jennifer Reisig.
“It’s no longer enough to offer a great salary and benefits. With in-demand talent, they want to know how your business will be a better long-term career opportunity than other companies.”
