I have covered the importance of blogging in a business’ communication strategy. An article in Recruiter Daily takes it one step further – blogs can attract candidates to your business as well. This is essential for anyone dealing with the skills shortage in the resources sector. From the Recruiter Daily:
Corporate recruitment blogs can help build your talent pools as well as paint a real picture of your company culture and what it’s like to work there, according to Microsoft’s recruitment manager.
Heather Hamilton was one of the first recruitment professionals in the US to use blogging as a means of creating talent pools.
She says Microsoft’s recruitment blog began as a tool for collecting resumes, “but we soon found that creating a platform for two-way communication with prospective candidates allowed us to be aware of any myths about the company, paint a real picture of what it’s like to work at Microsoft, and give people the tools to tailor their resumes, thereby increasing [our] recruitment success rates”.
She says companies that haven’t started blogging are missing out on a rich recruitment tool that can create a dialogue with potential employees, increase visibility in the online space, and demonstrate an understanding of their target market.
Opening the lines of communication has had a major impact on Microsoft’s recruitment outcomes, she says.
Blogs are not about posting jobs, she stresses, but about engaging in “quality conversations”.
“There is no short term solution for attracting talent, but blogs can be an effective way of shifting opinions and perceptions about a company, while enhancing visibility, which is crucial for companies to get themselves on the radar of potential employees and to keep in touch with alumni,” she says.
“The most successful recruitment blogs will talk to people about something of value to them or something they want to know.
“For example, at Microsoft, we realised there is really no-one out there telling candidates how to write a good CV, so helping them with their CVs means they can tailor them and be clearer about what we want on them, which is also improving our shortlist.”
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