5 Myths About Employment - Recruitment Marketing - Part 1
Posted by Ira Kaufman on 25 Jun 2008 | Tagged as: Human Resources, Interactive Recruitment, Recruitment Marketing, Recruitment Strategies, Social Media
I have worked in large metropolitan areas and small cities. I am tired of hearing the myths about employment opportunities and effective recruitment marketing in these areas. The grass is not always greener in the larger cities. Here are five myths I would like to address.
Myth #1: Young talented individuals need to go to larger Metropolitan areas (e.g., Northern Virginia, Atlanta and Charlotte) to find inspiring, challenging jobs or exciting companies to work for.
Myth #2 : There is not enough qualified talent to fill my job openings.
Myth #3: Posting jobs in the newspaper is a cost-effective recruitment strategy.
Myth #4: Posting jobs on online job sites is a cost effective recruitment strategy
Myth #5: Social media is only read by youth and its not an effective tool for recruitment marketing.
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We are going to address one myth at a time !
Myth #1: Young talented individuals need to go to larger Metropolitan areas (e.g., Northern Virginia, Atlanta and Charlotte) to find inspiring, challenging jobs or exciting companies to work for.
This is not true, but it is happening!!
Why?? There is a wide communications gap between job seekers and employers. Yes, there has been a mass exodus of young professionals from smaller cities (e,g,. Roanoke VA, Greensboro NC, Charleston WV) for greener pastures. And, yes we have found many expanding, progressive companies in these region offering challenging careers and benefits. In the Roanoke area here are a few.. MailTrust, HSMM, CCS and the City of Roanoke.
But why the gap? It’s all about showcasing the regions, company employment branding and marketing career opportunites. Making the job , the company and its location attractive to the job seeker.
Dr John Sullivan, called the “Michael Jordan of Hiring“ by Fast Company clearly defines the problem and the solution.
“Almost every action and process in recruiting is designed for short-term gain… Employment branding stands alone as the only approach corporate recruiting managers can leverage to guarantee an end to their talent shortage problem… If you’re tired of constantly fighting fires and of being continually bashed year in and year out by your managers for failing to produce a high volume of high-quality candidates, it’s time to shift your focus to the only solution that can reduce your job stress and make you a hero.”
Lance Hodges, dear friend and principal at Sound Ad-Vice Advertising and Media, often says “you need to fish with what the fish like”. If you want to engage talented young professionals, companies need to speak to them in the languages and media of their generation- texting, video, Facebook, other social media. Few of our local companies market their company’s work environments and culture, share their challenging opportunities and post their best jobs. They brand themselves as sterile companies with traditional ads in the newspaper or online . No excitement, nothing inspiring. The same old, same old.
Let me ask you - What do you perceive the Brand Image of Roanoke VA or Charleston WV ? - Are they considered choice locations to find inspiring careers?
Clearly, the image is not very engaging when compared to those of larger cities !!!
So our talent goes to larger metropolitan areas to find challenging positions. We complain but continue to fulfill our own prophecies. We are our own worst enemies!!
It’s for this reason, with the inspiration of Stuart Mease, young professional evangelist, we have launched jobzcafe.com and this blog to dispel these myths and open up new venues fro interactive recuitment marketing . We integrate advertising, online and social media to:
- enhance communication between employers and job seekers
- connect you to the regions’ most extensive talent pool
- showcase your company and the region as a career destination
- target passive job seekers
Our goal is to stimulate regional economic growth.
We cannot do this alone, we need your support and cooperation.
Look for my next post covering Myth #2.
Here are some similar posts on this subject …
4 Comments »
on 27 Jun 2008 at 7:53 am 1.Attracting Talent | interactive recruitment marketing,employer branding,social media » Employment Recruitment Marketing, Showcasing Your Company - Part 2 said …
[...] my recent post about the 5 myths of recruitment marketing, I dispelled Myth #1. I would like to continue on this subject of revolutionizing recruitment [...]
on 11 Jul 2008 at 7:38 am 2.Attracting Talent | interactive recruitment marketing,employer branding,social media » Recruitment Marketing: Print Advertising is Not Cost Effective, Part 3 said …
[...] recently dispelled 2 of the 5 myths of recruitment marketing. Today, I want to discuss Myth #3 and share some important studies and surveys from recruitment [...]
on 04 Aug 2008 at 12:39 pm 3.Attracting Talent | interactive recruitment marketing » Recruitment Marketing: National Job Sites are not Cost Effective, Part 4 said …
[...] recently dispelled the 3rd myth of in my Recruitment Marketing series 5 myths of recruitment marketing. Today, I want to discuss Myth #4: Posting jobs on national job sites is a cost effective [...]
on 24 Aug 2008 at 10:28 pm 4.Recruitment Marketing: Is Social Media Cost Effective for Recruitment, Part 5 | Attracting Talent | interactive recruitment marketing said …
[...] recently dispelled the 4rd myth in my Recruitment Marketing series 5 myths of recruitment marketing. Today, I want to discuss the final, Myth #5: Social media is only read by youth and it’s [...]