Learning from other industries //How established E-Commerce methods can be used for talent acquisition
Big datathanks to our digital footprint
By publicly disclosing information (e.g. in social- or professional networks), every internet-user leaves behind a traceable footprint, by which he/she can be identified and approached. The invisible part of the user's profile is expanded by his or her online behaviour (e.g. through visits to websites, "likes", comments or disclosing his or her location). Billions of user data is stored in this way and enables these users to be addressed online.
Target Groupsof potential candidates
Holders of the specified user data (e.g. Facebook and Google) enable the information to be filtered according to constantly expanding criteria (e.g. age, gender, location, education, interests, etc.) This allows detailed target groups of potentially relevant persons to be created, compared and managed.
Approachvia personalized ad placement
Various providers (e.g. Facebook for Business, Google Adwords, etc.) make it possible to show personalized ads to these created target groups. These entail texts, images or videos, which refer to a job post (a "landing page") on which the visitor can show interest. The ads are seen by candidates on natively used channels in the respective native form (articles, news, banners, videos, etc.).
// Reach
Bringing vacancies to candidates (not vice versa)
The attention of thousands of potential candidates can be drawn to your position - at a place where they already spend their time and without further activity required (no login, registration, download, etc.). Accordingly, candidates can learn about your vacancy at any time or place (while at work, on the couch or on the train).
// Channels
Addressing candidates in everyday life
Potential candidates are reached whenever online. The attention of the identified target group is drawn to fitting jobs they did not previously know about - in social- or professional networks, on (professional) websites, in forums and groups, on apps and more. The approach is possible on any digital device (smartphone, computer, tablet, etc.).
// Results
Efficient online recruiting
Our method is characterized by economic efficiency, speed and transparency. Additionally, you profit from positive employer-branding effects, measurable KPIs and content-based feedback on the position and the candidate market (through the reaction of the traget group).
Conclusion, Advantages & Challenges
The described method enables us to use billions of user data for talent acquisition and the opening of a new candidate pool (passive talent). Our method convinces with a low cost-per-hire and a reduced time-to-hire.
However, the complexity of performance marketing, as well as the relatively recent combination of marketing and human resources, can result in a large effort. As a pioneer and specialist in this field, Zalvus offers an established all-inclusive solution.
