What Is Recruitment Marketing Automation: Top 9 Practices You Should Follow


The recruitment process has several repetitive tasks that can be easily automated and streamlined with recruitment marketing automation. Efficacious recruitment marketing automation takes care of all the monotonous, time-consuming work, saving time for HR to focus on priority/urgent work. 

Recruitment marketing automation will take care of three major stages in the recruitment funnels: awareness, consideration, and interest. Numbers suggest that recruitment firms and staffing firms employing automation services fill 64% more vacancies, and are 55% more likely to generate better revenue gains. Additionally, recruitment and staffing firms submit 33% more candidates per recruiter after embracing recruitment marketing automation.   

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All recruitment marketing automation is a rigorous hiring mechanized marketing program based on candidates’ intent. The basis of this is developed by machine learning, artificial intelligence, and predictive analysis. It provides a long list of benefits that includes integration of the hiring procedure. The blog will take you through all the vital facts and information you need to know about recruitment automation marketing. 

9 Best Practices to Follow while Implementing Recruitment Marketing Automation  

Technology is driving change in all industries at an accelerated rate, and the recruitment industry has also been influenced by it in a supremely beneficial way. It has benefitted the organization to retain employees for longer, assisted the human resources workforce to free themselves from the humungous workload, and helped prospective candidates who have been waiting for lucrative job opportunities. Let’s discuss the best practices in recruitment marketing automation that bring noticeable results in organizations. 

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1. Nurture candidates 

Usually, organizations originate the process of sourcing candidates once there is a vacancy created. However, such short-sightedness can become the reason for the long-term recruitment challenges. 

Nurturing prospective candidates should be the primary practice for recruitment firms/agencies/teams. Marketing the prospects on a personal level with content related to their intent is attainable with recruitment marketing automation and automated campaign workflows. 

An organization utilizing recruitment marketing automation enhances the recruiter’s work by promoting the well personalized and tailored content that holds the information of candidates’ interest. This helps in developing a steady pipeline of hire-ready candidates in their recruitment database. Statistically speaking, 70% of the world’s workforce is a cumulative of passive talent (people who are not actively seeking jobs but are always looking for better opportunities). 

By switching from traditional recruitment methods to automated processes, HR can keep the talent pools engaged and interested in the prospects of job opportunities. 

2. Refresh your database 

Significant research states that B2B data decays at the rate of 22.5% every passing year. Henceforth, updating the candidate information at regular intervals is of utmost importance, as 50% of recruiters depend upon data for evaluating skill gaps of interested candidates during the hiring process. 

The best and easiest way to gather information is by running regular campaigns with straightforward CTAs such as –“update your details.” Thereby creating an opportunity for interested candidates to amend location, company, job title, and all other necessary information. 

3. Automate actions  

Automation is driven by two significant reasons. The first is to offer true personalization. The second reason is to reduce human manual time deliberately. To engage the targeted prospect with personalized content, it is crucial to gather knowledge about the content that interests them.  This information can put your organization miles ahead of all the other competitors. 

Many actions in the entire recruitment process can be automated to save time and increase recruitment efficiency like resume screening, talent sourcing, interviews, performance evaluation, and programmatic job ads using an automated recruitment system. 

On average, organizations receive almost 250 resumes per job posting, and going through each of them meticulously is time-consuming for the recruitment teams. However, with continuous technological advancement, recruitment procedures can gain momentum as recruitment teams can focus on higher-priority jobs and delegate resume screening to a system predominantly based on artificial intelligence, machine learning, and predictive analysis. 

4. Maintain a healthy database

Inaccurate data leads to frustration, and it could increase the lead acquisition cost. At the same time, worthy, reliable data streamlines workflow and keeps the cost low for acquiring leads. There are multiple methodologies to check the data quality; two renowned methods use standard metrics designed by organizations like the International Association for Data Quality, Governance and Analytics (IADQGA) and the International Organization for Standardization (ISO). 

Core Aspects of Data Quality: “Completeness” defines the scenario where there is no missing information, and the information entered into the database is correct. The completeness of data resonates with the idea of a healthy database, guaranteeing higher engagement and more open rates. 

Every organization has a different take on how to segment inactive emails. It can be three, six, or twelve months since the candidate last interacted with your content; removing these candidates from the database is best. It will help your brand focus on the candidates that react and respond to the content, nurture them fruitfully, and convert them as and when required. 

5. Prioritize candidate engagement 

Candidate engagement primarily focuses on maintaining professional relationships with candidates. It is a lively phenomenon and involves a lot of activities, for example, being in touch with prospective candidates, offering information about the organizations to prospective candidates, current open positions, requirements that a company is seeking at present, and all other relevant and vital information. 

75% of candidates tend to accept a job as they had a positive experience throughout the recruitment process. Prioritizing candidate engagement is of utmost vitality as it enhances candidate experience. Many hinges upon satisfying candidate engagement- it prevents candidates from distrusting the brand or bad-mouthing it. 

The candidate drop-out rate is significantly reduced with a heightened candidate engagement rate, ensuring no candidate is left out and every candidate feels valued at every stage of the recruitment process. All of it combined helps in maintaining the brand’s integrity and image. 

6. Iterate and update 

Analyzing campaigns is another vital aspect of running campaigns. At every point of any moment, it is crucial to drive A/B testing to have a fair idea of what is working for the brand and what is not working for the brand. And keep repeating it, as market research is an ongoing process. 

When your organization runs a survey and upgrades the hiring process, it is usually best to follow up with customer satisfaction surveys. When you analyze strategies, it recommends you position your brand against competitor brands and put thought into your actions, as these predictions won’t last forever. Before deciding in haste, it is much better to question the consumer’s perception of your brands and other brands. 

7. Instantly alert recruiters 

Presently, 69% of corporations find it strenuous to hire top talent. This concerning event can be countered with organizations that implement the latest trends in the recruitment space. The top talent hires, while seeking, are only available in the market for ten days. Recruiters have to work super-fast to convert a candidate into an employee. 

With recruitment marketing automation, recruiters can get notified when a prospective candidate hits the hire-ready threshold. Expedited outreach towards prospective candidates as soon as they are available in the market, with a task notification.  

8. Easy listings management usage 

When interested candidates are looking out for your organization, the chances are high that they stumble across your business’s local listings, such as Yelp, Google Business Search, and Citysearch. In general, business listings are geared towards consumers. But, a prospective employee can use the same information to contact or learn more about the organization.  

Even if the chances are slim of prospective candidates utilizing Google listing information, organizations cannot take it lightly. Local listing should be optimized regularly to provide interested candidates with accurate information. 

9. Use video marketing 

Our digitized generation swiftly transitioned from a picturesque era towards a video-graphic generation. Stats state that 85% of people want more video graphic content from the brands they engage with, as information retention is about 95% when prospective clients watch a video that matches their intent. 

Video marketing is one of the finest marketing techniques to connect with the core beliefs of the prospective candidate. Video marketing can be implemented in many scenarios, such as explaining the work culture, day-to-day work, case studies about clients’ performance, and employees’ feedback about the workplace. This information gives the prospective candidates enough data to judge what working for a particular organization would be like. 

Striking Advantages of Following Top 9 Practices for Recruitment Marketing Automation  

By knowing the best practices to follow with recruitment marketing automation, it is beneficial to know the top advantages an organization will experience by following the above-mentioned practices. 

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Fast-forwards candidate screening 

  • Recruitment marketing automation is the best way to find the best-suited candidates for the open position
  • The algorithm researches the candidate’s geography, experience, skillset, and salary requirements, reducing the amount of manual work for recruitment teams. 
  • It promotes a better collaborative environment with the recruiter and hiring manager. 
  • And technology empowering dashboards guides recruiters to handle multiple accounts effectively. 

Boosts recruiter efficiency 

  • Integrating recruitment software in the hiring procedure uplifts the quality of future prospective hires. Recruitment software can run through thousands of applications in minutes, surpassing normal human levels of efficiency. Hence, technological advancement provides a quintessential boost to boost recruiter efficiency. 
  • Recruitment software will take care of sending emails, scheduling interviews, and updating records. Thereby improving the recruiters’ work quality while closing hiring with prospective candidates. Recruiters are always running multiple and different types of email marketing campaigns; recruitment software can simplify a fair share of their jobs. 
  • Taking every lead through the same platform makes the work more relaxed for the HR department. Keeping track of the information from start to end is no longer a grueling job with recruitment marketing automation. Every prospect comes through one platform instead of spreading out across multiple channels. 

Improves hiring team communication 

  • Many hiring departments suffer from unconscious bias while employing a new prospect. It happens as they need more objective information. That certainly will be fine for organizations that invest adequately in hiring software. 
  • A robust system built based on predictive analysis, machine learning, and AI access data and reports about the candidate. Thereby facilitating a standardized process of checking resumes and follow-up interviews. 
  • Technology-driven outcomes have nullified the bias, eventually positively impacting the employee retention rate and expanding workplace diversity. 
  • Lastly, with an automated system in the hiring place, there is zero chance of human error while screening. 

Improves the candidate’s experience  

  • The algorithm crawls multiple data insights (Cover letters, resumes, and Chabot replies) to decide the skill level of the numerous skill sets. 
  • Thereby guiding the human resources to make highly data-driven information during recruitment.
  • Tools can determine how adaptable employees are; at the same time, they can also pull out information about a candidate’s personality traits, candidate’s preferences, and work styles. All of this information helps determine whether the employee will be a good fit within the organization. 


Remember that every business has requirements, and the condition is unique for every business. Therefore, it is of utmost importance to pay attention to all the pros and cons of your long-listed recruitment marketing automation tools and then choose the one that ticks all the vital boxes of your requirements. Remember, no two organizations are the same, so leave behind the proposal that the recruitment software used by your significant competitors is the only one that can bring your organization the best results. 

Every B2B business will benefit from a superb recruitment marketing automation process. Suppose you are a new or established enterprise building products and services for recruitment marketing automation. In that case, you must use a reliable Technology Users Email List, Industry-Wise Email List, and Professionals Email List to expand your venture globally. A bigger targeted market benefits businesses; simultaneously, it is a promising invention for organizations as they can finally hire the best prospects for job opportunities. The top technology trends are taking ventures to new and exciting places regarding revenue, and capitalizing on these trends as and when possible is a must for success! 

Article by:
Marketing Manager at  TDInsights
Marketing Manager at  TDInsights
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