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Download: Roses in the Thornbush: How Marketing Can Leverage the Value of Recruiting and How Recruiting Can Leverage the Value of Marketing

Marketing

(May 12, 2003) - There are few tasks that are more onerous than the development of a basic press list and events calendar. Yet, the very budget of the vendor Marketing Department depends of having timely and accurate data in this area. Seasoned marketing professionals hate the raw data collection (lots of phone calls and return phone calls) while junior people are rarely any good at it. As a result, the core marketing database is often in disarray and needs to be reassembled, from scratch, for each new product launch, revision, event or budget.

There is a professional level tool available.

Called HRMarketer, the service is the first HR marketplace tool for marketers. It combines rigorously updated press lists, editorial calendars, event calendars and searchable press releases into a genuine weapon for marketing in our industry.

HRMarketer allows a company to develop a detailed plan to position the company in the eyes of the editorial community that ultimately determines fate.

We've spent some time evaluating the product and believe that it will save money and improve results for marketing departments in the industry. Their customer service people helpfully suggested that we narrow the distribution list for a press release in order to save our brand integrity. The company clearly stands for effectiveness over volume.

Your ATS is a brand-building machine,
according to Jeremy Shapiro

Applicant tracking systems (ATS) are about managing candidate flow, right? Most people assume you invest in an ATS to build a talent pipeline, boost a recruiter's effectiveness, and lower cost-per-hire.

But according to Jeremy Shapiro, Senior Director of e-Recruiting Solutions at Bernard Hodes Group, an ATS can have a major impact on your employer brand, as well as on the relationship you're trying to build with active and passive candidates.

In Shapiro's mind, how an ATS is designed and integrated into your candidate-care program can be the difference between a talent pipeline bursting with potential-or one that's dripping a slow death. Read our full interview with Shapiro at: http://www.hodesiQ.com/branding

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