High Volume Recruitment

Sourcing applicants for High Volume Recruitment can be a task and a half in itself. Automated technology is the gateway to your sourcing success. Many moons ago your options as a Resource Manager were limited, with niche places to advertise, and an active audience in the one place. Fast-forward 30-years, the audience is in a multi-media environment and spread across different channels:

  • Traditional and digital
  • Indoors and outdoors
  • Mobile and desktop
  • iOS and Android

High volume recruitment on this scale requires a cross-platform, cross-media strategy. Traditional platforms such as print and out-of-home. According to LinkedIn, only 12% of the market is active at any time. A further 88% of this market won’t be reached by active media like job boards and search.

Approaching the active market

For high volume recruitment, your strategy should look something like this:

  • Careers page under your control with retargeting pixels. This is set to collect potential applicants for approaching if they do not convert (apply)
  • PPC search campaign to make sure that those searching for your jobs are seeing your positions first.
  • Adverts in print and adverts in job boards.
  • Retargeting, to bring any applicants that expressed interest but then left back into the process.

The active market is a competitive arena. To approach this market you will need to ensure that this strategy is being implemented, as a minimum, by your agency.

 

Approaching the passive market.

For us as recruiters, the passive market is full of our most desirable applicants. These are people not currently looking for work. They are harder to approach but make up 88% of your potential applicants. For this, a cross-platform media strategy running alongside your active market strategy is needed. To approach this market you need to work on a connect, consider and covert framework. This needs to be run across both social and programmatic.

Connect-Consider-Convert2

Depending on the audience, a combination of targeting techniques can be used.

  • Contextual
  • Behavioural
  • Demographics
  • Geo
  • Hyperlocal
  • Whitelisting
  • Videos
  • Banners
  • Articles
  • Radio
  • TV

All these marketing channels contribute to an applicant engine. This engine is used to engage and inform potential applicants about your employer brand.

High volume recruitment requires an agency that understands these sourcing methods. But also, an agency that is going to monitor and optimise regularly to make the recruitment campaign a success. Regular tweaks, you can narrow targeting to your ideal candidates and only advertise to the relevant person.

Implement a successful High Volume Recruitment campaign, get in touch – [email protected]

 

 

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