The Talent Attraction process feeds on the contamination between recruiting and marketing activities. When a company looks for new resources it must take into account that these may not be looking for professional opportunities.

So how do you intercept new collaborators if they are not active in research?

The mechanisms that regulate the Talent Attraction process are not very different from those implemented for other important business processes, such as Brand Reputation, for example. In the latter case, through an action of content marketing, competent and targeted, we try to lead towards the product / service, all users that are reflected in the company values, so that they are not limited exclusively to the purchase, but look at the brand as a reference in the industry.

The Talent Attraction process uses, in the same way, the strategies of Content Marketing to clearly translate the values ​​of the company, in order to attract resources that are recognized in those values ​​to the point of applying for the position offered by that company.

The themes of the Content activity in the Talent Attraction process must: attract, instruct, inform, become a reference not only for the candidates to attract, but also for the resources already inserted.

Basically it is essential to create a reference system to build a relationship with possible future resources before their application.

THE STEPS OF THE TALENT ATTRACTION
Creating the ideal candidate: a kind of archetype that represents the candidate in terms of skills and characteristics. The realization of the archetype will be the result of a process of analysis and data collection of the resources already used in the company. The creation of an ideal profile facilitates the description of the role, the identification of the right channels to find the candidates, the creation of suitable contents.

Creating interesting content for candidates: after identifying the target audience, it is time to create content that responds to their needs, their values, their goals. They tell the story of the company, the mood of the context, through posts, videos, slideshare, insights. Essentially, targeted and effective storytelling should be addressed to them.

Enter the conversion process: users, potential candidates, have come into contact with the contents posted, if interested will have visited the social pages and this is where a conversion opportunity should be created through the acquisition of data, with a form in the which register your data, as an email address, or by inserting the CV in the company database. At this stage it is necessary to use specific tools, such as a CRM, to attract and organize candidates’ profiles.

Building a relationship with the candidates: once the data have been acquired, it is necessary to keep the interest of the users who have not yet sent their application alive. It is essential at this stage to propose potential candidates for events and initiatives in line with their interests, to send them information on the basis of the data collected and to find the most effective language to promote corporate culture.

The Talent Attraction process feeds on the contamination between recruiting and marketing activities. When a company looks for new resources it must take into account that these may not be looking for professional opportunities.

So how do you intercept new collaborators if they are not active in research?

The mechanisms that regulate the Talent Attraction process are not very different from those implemented for other important business processes, such as Brand Reputation, for example. In the latter case, through an action of content marketing, competent and targeted, we try to lead towards the product / service, all users that are reflected in the company values, so that they are not limited exclusively to the purchase, but look at the brand as a reference in the industry.

VIDEO

How Nestlé transformed recruitment into talent acquisition
Recruitment is Marketing
The Most Innovative Recruiting Strategies
Women Talent Day – 5 good reasons.
TALENT DAYS PARENTS – PRESENTATION

HRC FORMATS