<img height="1" width="1" style="display:none;" alt="" src="https://dc.ads.linkedin.com/collect/?pid=88070&amp;fmt=gif">

How Can RMA Help Fast-growing Startups?

SmartDreamers Team
4 min. read

It’s no secret that growing a business at light-speed comes with a lot of built in risks. If you fail to grow your market and get a robust sales cycle underway, the whole business could start to fall apart. If, on the other hand, you find yourself in a position where you can’t meet demand, you risk permanent harm to your corporate reputation. If you can’t find the right team, the odds of either of the preceding risks occurring begins to skyrocket. Sure, some risk is inevitable, but this really seems like a lot. How can a growing startup manage these risks and position themselves for sustainable growth and long term success?

 

We might be a little biased, but from our perspective it seems like effective recruitment and talent management are the safest foundation on which to base the future hopes of your business. If you can assemble an all-star team without breaking the bank, then you’ll stand poised to gain a competitive edge in the market and put out the best possible product.

 

Of course, this is easier said than done. Most startups are working with limited cashflow, limited time, and a limited amount of built-in hiring expertise. How are you supposed to overcome these challenges in such a competitive hiring market? Easy: automation.

 

Time is Money

 

To be more specific, we’re talking about recruitment marketing automation, or RMA. RMA refers to the process of creating automated workflows for the activities associated with recruitment marketing, i.e. posting job ads on social media, disseminating employer branded content, and building a talent pipeline. In each of these cases, performing the requisite tasks by hand could easily become problematically time consuming. Sure, you can easily post content on one or two social media sites a day in order to build out your employer brand, but once you’re trying to spread content across more than a dozen, all with slightly different targeting parameters, budgeting requirements, etc., all of a sudden you’re staring down a mountain of work that seems impossible to scale.

 

Spreading employer brand content in large quantities is one of the most effective ways to generate employer brand gravity and gain the attention of qualified job applicants. But if it can’t be done in a time-efficient way then it functionally can’t be done at all. As Andrew Field of PrintingforLess.com put it: “When you have a month of 20 percent year-over-year growth, you are scrambling. It’s challenging to get away from the day-to-day tasks and activities and concentrate on the big picture and strategy for future growth.” (Source) Effective recruitment marketing takes time, which is precisely what fast-growing startups don’t have.

 

With marketing automation, it’s possible to regain time that would either have been spent on rote, repetitive tasks or not spent on recruiting at all. Instead of spending hours spreading your employer brand, you can spend minutes. How? By automating the processes by which you get your employer brand message in front of your target employees. In just a few minutes each day, you’re able to promote your employer brand, inform people of your EVP (employee value proposition), and get qualified applicants interested in your company.

 

Actually, Money is Money

 

Recruitment marketing operates on the idea that, given the high level of competition in the global talent market, businesses need to target not just the 20% of potential candidates who are actively job seeking, but also the 80% who aren’t. These passive job seekers aren’t frequenting job boards, and they don’t have relationships with recruitment agencies—but they could be convinced to switch jobs if the right offer came around. The trick is to position your offer as the right one, which means meeting them where they are: social media.

 

Besides time, what’s the resource that tends to be scarcest in fast-growing startups? Cash. Not only do you want to choose whatever recruitment solution helps you minimize costs, you also want the costs you do incur to be consistent. In this way, RMA presents itself as a potential antidote to classic startup woes. Not only can a strong employer brand (which is the natural result of effective recruitment marketing efforts) improve your cost per hire, it can also save you the cost of working with a recruiting agency by bolstering your talent pipeline. Further, once you’ve got these processes automated, it’s easy to stabilize your spending and track it across different media. Where, in a manual workflow, it might be difficult to track your ad spend across so many different channels, here you have budget control, visibility, and consistency (since you’re not beholden to variable times to fill for specific job openings).

 

Data-driven Recruitment

 

As if cashflow and time management weren’t difficult enough hurdles to overcome, fast-growing startups also tend to find themselves trying to staff up considerably before they’ve hired an actual HR department. This means that the organization has little built-in expertise when it comes to attracting, engaging, screening, and hiring potential job candidates. It’s hard to get your brand messaging in front of smart, talented people, just as it’s sometimes hard to identify those people when they respond to your open positions.

 

Of course, no software can take the place of a talented recruiter. But an RMA solution can help set the stage for effective recruitment even before you’ve entirely formalized your hiring process and gained a high degree of organizational HR knowledge. How? By offering an array of metrics and reporting options to help you better understand the impact of your recruitment marketing activities. When you finally do hire a savvy HR lead who can steer your efforts in the right direction, she’ll be able to hit the ground running and roll out campaigns with little to no lead time—just as she’ll be able to leverage data about the candidates that have already entered your talent pipeline. Because you have the information necessary to make data-driven hiring and recruiting decisions, you’ll have set a solid foundation for future efforts. With any luck, this will lead to even more time and money saved as you continue to grow your operations.  

Learn more

1
The Top 5 Recruitment Channels in Japan
It’s hardly a secret that the Japanese recruitment market is one of the toughest in the world. In Tokyo right now there are two job openings for every candidate, and cultural differences in thinking about work and career decisions can create a disconnect between foreign employers and top quality Japanese talent. That said, just because a task is daunting doesn’t mean that it can’t be accomplished. Promoting your employer brand through social media channels remains an important ...
SmartDreamers Team
Author
2
Employer Brand vs. EVP: What's the Difference?
Kurt Vonnegut once said, in response to the question of why one should write books when senators and generals and other important people won’t read them, “you catch people before they become generals and presidents.” As it is with the lessons of literature, so too is it with employer branding. More than 70% of candidates will take a business’ employer brand into consideration before they even send out an application—meaning that if you haven’t made a good impression on most candidates b...
SmartDreamers Team
Author
3
How to Run a Recruitment Campaign with Google AdWords
It’s a rare group of businesses that are so integral to the fabric of society that their names become commonly-used verbs. For a time, Xerox managed it. FedEx is still used as a verb from time to time. But since the dawn of the modern web, Google has been the most obvious example. It’s not just a powerful web platform, it’s an activity.   Of course, Google is also an extremely integral part of the recruitment landscape. Nowadays, when businesses worry about SEO (search engine optimization), they’re almost always worrying about Google in particular. Whe...
SmartDreamers Team
Author

Give your email. Get our newsletter