By Jay Rathod
With the growing acceptance of online consumption and engagement, businesses are switching to online channels which automatically has increased the scope of online communication. Due to a rise in digitalization, every department of an organisation is undergoing a rapid and profound change and so is Human Resources (HR). Despite playing multiple roles like recruiting, onboarding, training, culture keeper, career coach etc, the primary role still is categorized as recruiting high performing resources for the company.
Digital marketing is changing the face of recruiting and staffing, creating large scope and expanding horizons for existing businesses or even opting for online marketing for medium to small scale requirements. In the last few years, we have witnessed more and more companies across sectors using digital marketing and online tools to help speed the HR process and also find quality leads. In the coming years, digital marketing is anticipated to take a major share overtaking the conventional practices.
Below are a few points highlighting how HRs can utilize digital marketing skills for productive functioning:
Social Media: If used in the correct manner, HRs can leverage the power of social media by posting relevant job opportunities across social media platforms. More than 30 percent of HR professionals use social media as a part of their hiring process in recruiting, employee communications and training. The inception of social media platforms like Facebook, Twitter, Instagram has provided platforms where everyone stands an equal chance of being heard and which any company can use as a 360-degree tool for collecting feedback from employees.
However, having a page on key social media portals is not enough, it needs to be planned with a holistic approach touching upon each and every vertical.
Email Marketing: Engaging candidates through emails delivering valuable information is also an effective digital marketing approach that can be adopted by the HR department. A well-written content is the centre of a communication process; thus HR must ensure to craft an informative piece which can yield huge results and prompt an action.
Online Advertisements: Running online advertisements is a great way to reach potential candidates. At first, the HR needs to build a social media presence with all relevant details and contact information. They can also post online advertisements on preferred groups routing it back to the home portals and landing pages.
Keeping the company’s website updated: One of the most important and basic factors in digital marketing is to keep the company’s website up to date right from business developments to job opportunities. A company website must reflect the work patterns and exhibit organisation news too. Regular job postings, growth reports, educational articles and posts are a few areas on which the HR should pay attention to.
Mobile Apps: Posting job openings in the hands of the candidate is the easiest way to reach them who often apply just by tapping the ‘submit’ option. LinkedIn is one of the most effective professional social media networks and knowing how to use this platform is a must digital marketing strategy for Human Resource departments. Indeed, Glassdoor, Naukri.com are few mobile apps granting access to massive job openings allowing job-seekers to get information such as company reviews, interview methods etc.
The author, Jay Rathod, is Founder of Koffeetech Communications.
DISCLAIMER: The views expressed are solely of the author and ETHRWorld does not necessarily subscribe to it. ETHRWorld will not be responsible for any damage caused to any person or organisation directly or indirectly.
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