Digital marketing recruitment

Digital marketing recruitment: what it is and why you need this service

Finding talent is one of the most important processes in organizations and technology has helped optimize it. One example is a digital marketing headhunter. This famous term refers to the use of online marketing and technologies such as artificial intelligence to attract the talent that each company seeks. Digital Recruitment uses tools such as Inbound Marketing, CRM analysis or ATS, among others, to seduce the candidates that companies need. And you might be wondering why digital optimization of selection processes is so important. Well, mainly because candidates are or are looking for offers in the online world. In turn, selection processes have changed because employee interests have been transformed. Today professionals are looking for organizations with purpose and greater work flexibility. In this way, companies have the challenge of falling in love and seducing the profiles they are looking for through digital recruitment strategies, something that with the help of experts will always offer a better result. At TalentFY we specialize in recruiting digital profiles and we know that it is not easy to make the decision to optimize the selection processes. For this reason, we will tell you what the benefits are when using the services of Digital Marketing Recruitment. . Benefits of Digital Marketing Recruitment The benefits depend on how detailed your Digital Marketing Recruitment plan is, yet there are 3 benefits to note: Improve the Employer Branding Digital recruitment is a great tool to build and strengthen your ideal employer branding brand. For example, by having to prepare a content plan that makes your brand visible in the digital world, you’ll improve brand presence. In turn, within the contents that you can share, it is recommended to communicate the way in which the corporate culture is lived in your company, since this helps to consolidate the corporate image. Remember that the main basis of employer branding is honesty, for that reason it is a job that must be developed from within the company to the outside. In this way, digital recruitment will help you be an organization where everyone wants to work. Greater scope for quality Although through social networks and job portals your job offer can be seen by thousands of people, the important thing is not the number, but segmentation. With Digital Marketing Recruitment, your job offer will reach the audience you really need, so you can get profiles that are closer to your organization’s needs. For this the artificial intelligence gives us a number of tools that allow us to connect with thecandidate persona. From TalentFY, for example, our platform and its AI, choose the 3 best recruiters specialists in each position, thus ensuring that we find the ideal talent in up to 10 days. Time saving Selection processes take time, and when it comes to specialized profiles such as those in the digital sector, it can take much longer to find the right person. This frustrating situation is solved by digital recruitment, which in a matter of weeks manages to find the ideal professionals for each of the vacancies. The precision of digital intelligence for certain tests of knowledge or attitudes, makes candidates really fit positions, reducing the margin of error when hiring a new employee. Using technology and online marketing techniques saves time before, during and after the selection process. This is how Digital Marketing Recruitment, a service we offer at TalentFY, manages to connect large professional profiles with excellent companies in a short time. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

AI in staff selection

Artificial Intelligence in Staff Selection

Today’s world of work is increasingly mediated by new technologies such as the use of artificial intelligence for the selection of people. This is why it is essential to understand how AI can help in this important process for anyone looking for job opportunities and for companies looking for the best profiles. From TalentFY we are dedicated to finding the best profiles for IT and Digital Marketing positions in up to 10 days, and this is possible thanks to our algorithm developed with artificial intelligence and the work of specialized recruiters who are meticulously chosen by our platform to find the best talent. During the TalentFY Spring Meeting, our HRBP Gabriel Altuve spoke with Elena Tobar, Raúl García and Lluís Fiore, recruiters with more than 15 years of experience in the sector. A talk to discuss the importance of the use of artificial intelligence in the selection process and its impact on the recruiting sector. Talking about artificial intelligence in personnel selection Gabriel: Attracting talent is a big challenge. What is the most difficult position you have had to find? Raul: A flexicoker commissioning operator, first I had to understand what it is, to know what the customer required. In the end we succeeded, it’s also a matter of desire, of digging and wanting to eat the world. Elena: The ones that have always been difficult for me are those that are in towns or places far from the big cities. The client wants me to live nearby because of the location. In the end, with experience and knowledge of the sector, the problem is solved. Lluís: I remember a technological profile, a Java, at that time I didn’t know him. Interviewing a person without having the context and without speaking their language was complicated. G: The average tenure is 18 months. What do you think drives employees to change jobs? E: The lack of possibilities to continue developing in the company, to reach the ceiling, is a lack of motivation. L: Now the context has changed so much that there are so many reasons and variables that it is difficult to name just one. Salary is undoubtedly in the top 3, in tech profiles having options to evolve is also important because technology changes very fast, and now the possibility of working at home. G: Also the issue of disconnection, mental health is in that top, isn’t it? A: Yes, there are many factors, it depends on each person, we are different and each one of us has our own initial motivations, so your expectations may change. Hybrid work G: Talking about hybrid work, do you think that family reconciliation becomes more important and becomes a key factor for workers to decide to change jobs? L: It’s no longer just a matter of family reconciliation. The new generations already come with the disconnection chip, you have to look for the perfect model for your equipment. For me the hybrid model is the best E: Offering hybrid or the modality that the company can adapt is the most appropriate. A: We have evolved a lot, and the pandemic has created this two-pronged approach. We always talked about happiness at work as you find it in the company, yes, but you also have to look for it yourself. G: Returning to the subject of teleworking, junior profiles have perhaps been the most affected post pandemic. What about junior profiles that need follow-up and are home alone? A: We also have to identify what we want and what profiles we want to work with. Identifying needs as a whole, but also personal needs, is a challenge for companies in the concept of promoting integrity, development, caring for people and happiness at work. L:There are many tools out there for teams to see each other and work together. I would propose a flexible hybrid model, I speak more from happiness. We are social beings, and while you can work perfectly well with your team without meeting each other, you do need the human factor. AI in candidate search G: We have seen that the big tech companies are using bots and AI to screen candidates and contact them; will this work for junior profiles? E: In my opinion, for no type of profile L: Over the years you realize that machines can support you, but they can’t make a decision today. Even if it is the right one, I believe that even when we talk about people, the human factor is needed. A: In the end, the human factor is fundamental; we can rely on AI to reach candidates that might otherwise be more difficult to reach. The human factor will never go unnoticed in HR. E: Sometimes it has happened to us that the curriculum changes when you talk to the person. And you say to yourself, thank goodness I called, because you’re surprised. It is also about sensations. G: It is a fact that technology can never replace the human part in what we do. In what tasks do you consider that technology will never be able to overcome the human factor? L: In anything that requires person-to-person contact. AI is brutal, it improves many processes, so it must be there. In a selection process there are so many variables that the human factor must be present, AI can suggest things to us but not currently make decisions. A: In decision making, it will not replace it. What is the point of having tools to analyze if we do not draw conclusions from these data. This happens in many companies. L: I think artificial intelligence can limit bad recruiters. This is important because good recruitment defines whether a company goes up or down. A: In the end, you have to set up barriers that can be limited with AI. G: What technological changes would you like to make in recruitment? L: Improve communication channels with professionals. 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