Workforce management platform PageUp launched a new solution that introduces automation features to the tool set recruiters and hiring managers use to build their candidate pipelines.
The solution, PageUp Recruitment Marketing, uses content management, marketing automation and candidate relationship management tools to reduce the time and costs involved in recruiting efforts. It also helps hiring teams automate personalized candidate experiences at-scale, the company said.PageUp introduced automation, content marketing and CRM to its tool set for building candidate pipelines. @PageUpPeople #HR #HRTech #Recruiting Click To Tweet
PageUp didn’t say whether the product results from its December acquisition of Dublin-based recruitment marketing platform Clinch. The acquisition expanded PageUp’s product lineup to include proactive sourcing and tools to handle areas such as content management, automated recruitment marketing and candidate relationship management, all components of the new Recruitment Marketing feature.
Specifically, Recruitment Marketing offers:
- Content management helps users create, update and leverage web content in order to engage candidates.
- Analytics increases careers site conversion and helps recruiters capture the best candidates.
- Marketing automation helps TA teams craft candidate experiences based in data insights.
- Candidate relationship management helps strengthen the talent pipeline.
“The ways jobseekers look for roles is evolving, and in response businesses must adapt and redefine how they recruit,” said CEO Mark Rice. “PageUp Recruitment Marketing will allow our customers to automate a great candidate experience and build high-quality talent pipelines, all supported by deep analytics.”
Recruitment Marketing in Play
While HR professionals say recruitment marketing has become increasingly important to their talent acquisition efforts, their understanding of the concept lags, HR.com’s Research Institute reported last year.
According to HR.com’s definition, recruitment marketing comprises “the various activities an organization uses to find, attract, engage and nurture talented prospects before and during the recruitment process.” Job marketing, employer branding and referrals are all parts of the equation.
While the idea of recruitment marketing has been generating more interest from both TA teams and vendors, the concept itself isn’t new. For several years, talent acquisition professionals have talked about how recruiting has become more of a marketing effort, with employers paying more attention to candidate engagement, relationship building and matching for culture as well as needed skills.
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