Companies still have room for improvement in providing their target talent with a robust candidate/applicant nurture strategy, a 2020 benchmark report reveals. Businesses with decades worth of expertise and experience in talent acquisition, executive search, and recruitment marketing like TDS/WeRK have the distinct advantage.
2020 Benchmark on Recruitment Marketing
Shows F500 Firms Have Room to Improve
Updated from 6 March 2020
MANILA — Just recently, Smashfly/Symphony Talent released its 2020 Recruitment Marketing Benchmark report covering the years 2015 to 2019. To note, the report shows the five-year milestone of Fortune 500 companies to better address talent nurturing and experience.
The report shows that even Fortune 500 companies still have room for improvement in perfecting or improving the candidate experience, as well as their talent recruitment strategy. This nevertheless bodes well for end-to-end business solutions providers like TDS and WeRK, with their decades worth of expertise and experience in the fields of talent acquisition, executive search and recruitment placements, and digital and online marketing including recruitment marketing.
With #Industry 4.0 #tech like #AI and #IoT, 60% of #jobs will transform thru #automation of component tasks by 2030. #Technology will not replace humans but relieve them of mundane tasks, to allow advancement opportunities and create new categories of work https://t.co/fnE07ghl7q— TDS Global Solutions (@TeleDevt) February 28, 2020
For the recruitment marketing landscape in 2020, according to Smashfly, there has been significant change within the last five years. There are now 2 million LinkedIn search results for recruitment marketing, a sharp increase ever since the so-called “Mobilegeddon.”
Back in April 2015, Google released a new ranking algorithm with the intent and design to boost mobile-friendly pages in its mobile search results, impacting recruitment marketing, among others. Many employers then took swift action when they feared their SEO rankings would plummet. By the end of 2019, companies eventually nearly hit 100-percent mobile adoption.
According to the #LinkedIn 2020 Global #Talent report, #millennials will leave a job to improve their pay. Meanwhile, older workers are more likely to leave looking for new challenges. https://t.co/dln9ItVnJx— TDS Global Solutions (@TeleDevt) February 11, 2020
Tech, Criteria, Other Benchmark
As for use of technology, recruitment marketing platforms and CRM tools were emerging tech with loose definitions in 2015. By 2020, CRM is clearly defined with emerging AI-based tech like chatbots, psychometric analysis and predictive analytics.
Also in 2015, the criteria benchmark for recruitment marketing is less than 15. In particular, criteria scores then focused on the two categories of employer brand and career site messaging. By end of 2019, there were more than 30 criteria scores including employer branding, SEO, content, mobile and personalizations.
Moreover, at least 4 in 10 Fortune 500 companies were in the classification of C/Standardizing, or the beginning stages of employer branding and career site. By end-2019, at least 3 in 10 are in B/Predicting, with balance of employer branding and job content. In addition, a robust talent network was in place of growing nurture strategy for these Fortune 500 firms.
As a result, there was a significant increase in companies going up to the A/Pioneering recruitment marketing category. Overall, those in the Innovating or Predicting strategy (A/B) had a 70-percent increase.
Mature Recruitment Marketing
Hence the number of companies with highly mature recruitment marketing programs went up from 13 (or less than 3% of F500 firms) to 79 (almost 16 percent of the Fortune list).
Still, more than half of these F500 companies have yet a long way to go in providing their target talent with a robust candidate/applicant nurture strategy, according to the Smashfly-Symphony benchmark report.
“Ironically, the least utilized recruitment marketing tactics are the same ones that are specifically designed to save time and effort by eliminating manual work,” the 2020 benchmark report added. “Whether it’s a chatbot programmed to serve up relevant jobs, helpful resumé tips emailed to your talent network, or an auto reminder email to complete an unfinished application, leveraging automation to facilitate the ongoing conversation between candidates and employers is a critical facet of a cohesive talent experience.”
Power skills determine how employees can eventually thrive within the work environment. After all, only humans can have the power skills of critical thinking and creativity, not AI. https://t.co/DbzbmMFaKo pic.twitter.com/otIP4yPlHO— TDS Global Solutions (@TeleDevt) March 3, 2020
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About TDS (TeleDevelopment Services Inc.)
TDS has in fact established key partnerships with other companies and organizations beyond the IT-BPM industry. It has spent decades providing outsourcing solutions, consulting services, training and development programs, executive search and recruitment, and managed services for crucial departments of BPM operations. Now, TDS serves global clients and various industries. For more info, please email TDS at firstname.lastname@example.org or dial (+632) 8 631-8230, or US number (1-888) 788-4441.