7th September, 2020

Significance of Recruitment Marketing in Attracting Talent in Myanmar

Finding qualified employees in time is a challenging task for the vast majority of businesses in Myanmar. There are structural reasons such as an imbalance between supply and demand of talent, but also company-specific operational issues that can be improved. We’re going to propose a few tips in this article on how you too can put in place a strategy to find better talent, faster. 

First and foremost, only chasing for the right candidates when a new position opens is a risky way to recruit employees for your company. Companies in Myanmar should proactively build awareness and showcase their Employer Brand to attract talent at all times throughout the year. 

An employer brand is its reputation as an employer and a combination of the feeling it evokes when thinking about it. It is determined by a multitude of factors, including how effectively a company communicates its values, vision, and mission to the audience, or by providing the job market a better understanding of the company's culture and work environment. To convey these messages, recruitment marketing plays a key role. If we were to consider recruitment marketing a well-designed house, then employer branding would be the exterior façade of that great house which can make people who walk past it want to live there. Let’s have a look at some specific examples. 

Difference between Employer Branding and Recruitment Marketing

Here are two main points why recruitment marketing should be emphasized in the talent acquisition process. 

1. You are selling your company and the job in a competitive job market

To stimulate and attract professional-level passive candidates, it is best to put an emphasis on recruitment marketing during the pre-application stage of the hiring process in modern talent acquisition. The pre-application stages are awareness, consideration, and interest. 

Nowadays, job seekers in Myanmar have many options to choose from. Consequently, employers need to have a competitive advantage over companies who are looking for the same qualified job seekers. Clever recruiters have started using marketing methods and tactics in recruiting strategy in order to differentiate their companies from their competitors and attract top talent. 

Unless your company is presented as an employer of choice at each touch-point, you will struggle to attract quality candidates. Some quick wins for you:

  1. First and foremost, ensure you have a clearly defined  company and employee value proposition
  2. Complete and keep updated your JobNet company profile with pictures, videos, an exciting description, employee testimonials
  3. Make sure you have a professional looking and updated website, complete with as much company information as possible.
  4. You should update your company social media channels with team pictures and content, showcasing to the public your company culture.
  5. Choose quality pictures and edit them professionally
  6. Write exciting job advertisements; don’t just copy/paste the JD. Just like when selling a product you focus on benefits (and not features), when you write a job ad you should present the benefits of joining your organization and not just the list of duties a person will be responsible for. More tips on how to write interesting job ads here: https://www.jobnet.com.mm/employers/blog/hr-hiring-recruitment/how-write-effective-job-advertisement

2. Right Message to Right Candidate at the Right Time

The main goal of every recruitment marketing strategy is to deliver the right message in front of the right candidates at the right time, which will drive candidates towards the company. This approach, called “Inbound Recruiting”, when done effectively will drive jobseekers’ interest into your company and build a pool of high-quality job candidates. 

To compete effectively in the war for talent, to drive awareness, and to build long-term and proactive relationships with potential candidates, an employer needs to think about where candidates find out about you, and curate every touch-point accordingly. Some general candidate journey touch-points are social networks, events, educational institutions, talent networks, email campaigns, job ads, career site, current employees, application and interview process. 

 

If you are looking for a premium platform to showcase your employer brand in Myanmar and to stand a chance to be recognized as a top employer, don’t forget to nominate your company at the Myanmar Employer Awards.  

Continue Reading >>> Top Challenges in Myanmar’s Recruitment Landscape