Beyond the Backlash

Is recruiting for top talent urgent or is it something you just do? How you answer this question predicts if you’ll miss the target. And keep in mind, if you miss the target then you’ll miss the talent.

Let’s be clear. If you’re still waiting for candidates to find you then you’ve already lost. That’s because there are serious limits to the “let them find us” approach.

Relying on SEO and job boards for recruiting sounds prudent
until you realize how they actually work: they both depend on candidates already searching for you. That means you’re only visible to people who are actively looking.

SEO and job boards still have a place, but only as a passive tactic, not your primary strategy. Today, recruiting is about being proactive in finding the people you want before they even search for you. Today’s talent is scrolling, streaming, and swiping.

Digital recruiting has flipped the model. Instead of hoping the right people come across your job posting, you can define exactly who you want by occupation, behavior, and location, and reach them directly.

Sound like a big budget game? It’s not. The tools and targeting strategies once reserved for big company budgets are now accessible and affordable for organizations of any size. As long as you have an agency with the right expertise you can run hyper-targeted campaigns on streaming platforms, social media, or even with geofenced ads that move with your audience.

Need nurses? Don’t waste messages on electricians. You can pinpoint the talent you need, exactly where they spend their time online.

Remember, recruitment is marketing. It’s just marketing you as an employer the same way you would market a product or service. That’s where Fluency Advertising steps in, bringing precise targeting and proactive reach to your digital recruitment strategy, at a cost that allows you to get in the game.

Let’s talk about what you’re working on.