Recruitment marketing improves talent acquisition metrics, such as time-to-hire, candidate quality, and new hire retention, and positively impacts organizational metrics such as revenue, customer satisfaction and customer retention.
Delray Beach, FL (PRWEB)
April 20, 2017
Brandon Hall Group, the leading independent Human Capital Management research and analyst firm, released findings of its 2017 recruitment marketing research, which shows a dramatic impact on key metrics, and even greater opportunity.
“Recruitment marketing improves talent acquisition metrics, such as time-to-hire, candidate quality, and new hire retention, and positively impacts organizational metrics such as revenue, customer satisfaction and customer retention,” said Brandon Hall Group CEO Mike Cooke. “Yet, we are finding that only 10% of organizations have an optimized recruitment marketing practice when they are placed on our maturity model.”
Recruitment marketing includes all activities, strategies, and technologies aimed at building and maintaining employer brand, extending the reach and exposure of career opportunities, building and nurturing candidate relationships, and all management of messaging and advertising of talent acquisition efforts.
Positive Impact from recruitment marketing:
- 76% see improvement in candidate quality
- 76% see improvement in new hire engagement
- 63% see improvement in new hire retention
- 61% see reduction in time-to-hire
This data comes from the 2017 Recruitment Marketing Survey of HR, talent acquisition, talent management, technology, and business leaders and practitioners. There were 273 total respondents. Responses represent organizations headquartered in 25 different countries across a wide variety of industries.
“Many organizations are looking to others outside of HR/recruitment with marketing skills, outsourcing, or want to hire someone with those skills” said Daria Friedman, Brandon Hall Group’s principal talent acquisition analyst, who conducted the research. “However, there does seems to be a transition going on where recruiters are transforming themselves into brand marketers, learning how to use the new technologies, and incorporating them in their recruitment marketing practices.”
- 80% of organizations are still developing their recruitment marketing practice or have one in place but are still evolving with their functionalities and automation. The research shows that many organizations – even those at the two highest levels on the maturity curve – could benefit from technologies such as hiring manager mobile apps, social recruiting solutions, CRM, and candidate experience portals.
- The survey shows that many…