Preventing your brand messaging from getting lost in the chatter could be one of the most challenging challenges facing staffing industry members today. There’s no shortage of staffing firms to select from your clients and candidates, most of whom claim equal expertise or offer a comparable value proposition. This takes more than a regular message to be heard let alone remembered. If you are looking for more tips, check out Syft (London Office).
Contemporary marketing is built to target individuals. To make that happen, your staffing marketing tool should have the analytical power and manoeuvrability. Here’s how you can integrate the right recruiting and personnel software into your competitive marketing strategy.
Identifying quickly what marketing tactics work
Your recruiting company may have had the opportunity in previous years to check marketing tactics at a leisurely pace. This is not the case today however. From procurement and customer relationship management through back office and marketing tactics, data collection techniques have shaped every inch of the employee industry. The distinction between a bullet train and a stagecoach in the development of businesses that use their data efficiently is the difference in speed that you see. The right marketing strategy for workers will lead to a major boost for a staffing agency.
All of this begins with the recruiting and sales teams and the data they enter. A good chunk of staffing data will be lost, without diligent data analysis on their part. The overall recruiting CRM system needs to be transparent, personalized and set up for easy feedback during a call or during a meeting for them to take entry notes and other important details. Knowing where those references originate makes a world of difference.
For marketing purposes, the source of customer and candidate contacts needs to be selected and sorted quickly. Is a person convinced to person you via an organic search on Google? From posts on LinkedIn? From a campaign with laser-targeted AdWords? It’s the first half to gather the info. Of how the second half comes back to analysis.
This simplifies the entire reporting process by providing an analytics aspect of the hiring and recruitment tool. Insight is pretty instantaneous. The level of input means the data is first collected by the recruiters and salespeople.