Recruitment Marketing vs. Employer Branding: What’s the Difference?

Recruitment Marketing vs. Employer Branding
Several terms are a mainstay in brand awareness and HR parlance, but recruitment marketing and employer branding stand out.

Both terms are commonly used interchangeably. Even if both terms have similarities, differences also abound between them.

For instance, recruitment marketing focuses on promoting a company’s brand through multiple channels. But employer branding aims to build a company’s reputation to attract significant popularity.

With understanding of both terms, it becomes less challenging to make the most of your strategies to great effect. Using these terms in one campaign could provide several benefits.

Some of the common benefits from leveraging employer branding and recruitment marketing are:
  • Attraction of top talent
  • Easier support on how to build career site infrastructure to boost engagement
  • Improved recruitment expertise
  • Greater ROI
  • Established brand reputation

Recruitment Marketing

Promoting the brand through offering custom, targeted messages to candidates is recruitment marketing. Without an employer brand, recruitment marketing becomes inefficient.

Talent attraction to fulfill the goals of an organization is where recruitment marketing targets.

Most recruitment marketing efforts are designed to initiate an interactive session with potential employees. Sites like Glassdoor, LinkedIn, etc. help HR experts market their brand to candidates without hassle.

Also, recruitment marketing adopts a design where several approaches are used in attracting candidates. Let’s check out more on recruitment marketing to get a better idea of how it works;

Involves Multiple Marketing Tools

A barrage of recruitment marketing tools is available for organizations to bombard the HR landscape.

And besides having several tools to work with, recruitment marketing can happen across channels. Long gone are the days when paper-based correspondence ruled HR. Everyone has gone online.

Social media channels, emails, phone/live chats, and more are available for recruiters to contact applicants. Making the most of recruitment marketing is easy, as it can happen across channels with relative ease.

Designed To Create and Sustain Social Appeal In A Brand

When you closely consider recruitment marketing, the brand remains a major focus.

Businesses keen to keep afloat have to sustain their operational standing. Without proper recruitment marketing support, it could become hassling to sustain a brand image.

That’s why several tools aid maintaining the social reputation of brands to max out their sustained growth potential.

Employer Branding

Employment branding involves a series of steps taken to develop an organization’s reputation. The brand makes up most of employer branding’s focus to make an organization more appealing to individuals and other companies.

Most companies receive tons of applications based on their brand reputation alone, and remains attractive many years later.

A stronger employer branding strategy proves support for an improved brand image. The enhanced brand image makes attracting top-performing individuals less challenging.

Employer branding supports the ethos of companies any way they can. Several terms like candidate persona and employee value proposition make up some parts of employer branding.

Also, employer branding efforts are usually tasked with managing the reputation of companies for sustained recognition support.

What’s The Difference?

Recruitment Marketing
Employer Branding
1.Prone to evolution to meet modern practices, innovations, and must-have trend adjustments.
Constant effort to improve organization’s social image and increase appeal to professionals seeking to come onboard.

2. Deals with promoting the brand through a series of actions designed to find, attract, and employ individuals suited to vacancies.

Also helps through providing support for candidate re-assessment and hiring template creation
Helps in determining brand reputation through employee value proposition, candidate persona engagement, among others.
3. Has a dynamic approach designed to aid being current in the recruitment industry
Set of practices designed on the basis of company culture, values, mission, and vision for the long term.
4. Can only function when there is a brand reputation, making it dependent on employment branding
Needs recruitment marketing to sustain already-built reputation, making it dependent on recruitment marketing.
5. May require lesser steps for actualization
Involves a wider range of practices to ensure functionality.

Bottom Line

Even if some differences are present, recruitment marketing and employer branding function are mutually dependent terms. Both employ similar processes to support organizations’ growth potential.

When you plan to select any of both processes for your organization, it is essential to understand your strategy’s purpose.

Also, getting a solid grasp of what relevant practices in both processes are helps businesses use them to potential. Finally, it is expedient for businesses to develop an all-inclusive strategy designed to help promote your company’s overall image.

If all these check out, you can develop a strong strategy designed to help garner more popularity for your business. Since you know what both terms are and their differences, it becomes less hassling to maximize both without hassle.
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