Most talent acquisition experts have come to the realization that branding and recruitment marketing is not only necessary but also significant, as organizations always need to continue to recruit. In fact, they need to continue to recruit the existing employees with as much effort as is required to spend on recruiting external candidates. In this sense, both the candidates that the business seeks as well as the existing employees within the organization are the customers of the organization.
Technology although is often viewed as a rift or a great divide between the businesses and the customers also appears to be the cementing force that will help allow the businesses to engage with their customers at an even higher level than was possible earlier. The all new excitement and popularity ushering the newest automation and AI has the ability to transform the way employee engagement was done with the process and the organization.
Disruptions have tend to become the new way with innovations like the Amazon, Alexa and other social media platforms that have upgraded the means of digital communication. Other factors however would be political and economical which can also heavily influence the business operations and its brand promises.
In the event of talent acquisition one needs to view the competitive job market, the rise of the gig economy and the job hoping trends and developments that are not only depend on the employer brand but also effects to a great extent if the company can deliver the promise.
For some recruiters the brand promise is of paramount significance to the continuity of success and the business itself as well as the ability to recruit the highly sought after passive candidates. Therefore, recruitment marketing relies heavily on the brand promise of the employer, which plays a crucial role in filling as well as sustaining the talent pipeline of the organization.
