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How to Use Recruitment Marketing Automation to Attract Passive Candidates

A lot of recruitment focuses on attracting active candidates: those who are already looking for a job. The reality is that 75% of the workforce are passive candidates, meaning they are not actively looking for jobs even though they might be interested in new opportunities. 

  • Jan 14
  • 6 min read

Announcing SD Attract 3.0: transform your sourcing ecosystem into a talent pipeline engine.

After six months and more than 7,000 hours of development, we are excited to announce SD Attract 3.0.

We are privileged to work with companies using SD Attract across the globe and gather feedback from visionary employer branding and talent acquisition leaders. The result is a sourcing automation engine built by talent acquisition specialists for the new online sourcing environment.

So far, more than 25,000 campaigns have been created with SD Attract 3.0. The next 100,000 will be built faster and better.

  • Nov 01
  • 2 min read

Why Recruitment Marketing Automation is the Future of Hiring

If you had a crystal ball, and you asked what the future of HR and talent acquisition was going to look like, what do you think you would see? For many of you, the world that’s coming to mind is defined by AI-powered chatbots and advanced algorithms for sorting potential candidates. You might even be picturing a world where job interviews are enhanced with augmented-reality applications and analyzed in real time to help optimize hiring decisions.


  • Jun 17
  • 4 min read

5 Strategies for Leveraging Technology in Recruitment

The labor market turned a corner when no one was looking. It’s now largely, if not completely, candidate-driven. That means HR departments and contract agencies alike are scrambling to find the best ways to attract candidates for their openings. This situation is leading to a set of problems recruiters have never had to deal with in modern memory:

  • Nov 07
  • 7 min read

What is RPA’s Role in the Future of Recruitment Marketing?

Technology moves fast, and these days so does recruitment. The introduction of recruitment marketing automation into the HR landscape, for instance, represented a big technological shift, and that's just one of a new of new concepts and ideas that are changing that ways in which businesses connect to new candidates. And of those emerging technologies, robotic process automation, or RPA, has direct applicability to the RM world. In short, RPA consists of software-based robots, or “bots,” that can be configured to reproduce formerly human-centered computer activities like clicking on a drop-down menu and making a selection. This is revolutionary, since, before now, the only way to automate a sequence of tasks was to use an API or another back-door method to connect to the software, and these frequently required coding skills. Unsurprisingly, the effects on talent acquisition can be considerable:

  • Oct 23
  • 5 min read

Kaufland’s Perspective: Blue Collar vs. White Collar Recruiting

At Kaufland, we have to hire a high volume of blue-collar workers each year. With nearly 1,300 hypermarkets in Europe (including 126 stores in Romania and 2 logistics centers, with 2 more stores planned for the near future in Moldova), we employ 150,000 workers throughout 7 countries. At the same time, we need to hire a number of white-collar positions. As you can imagine, the recruitment and talent acquisition costs for hiring on this scale can get quite high—even higher in times like these when employee turnover across the entire retail sector is astronomically high.

  • Aug 21
  • 4 min read

How Talent Acquisition Leaders Drive Digital Transformation in Retail

Historically, retail businesses haven’t been the quickest to change. Compared to industries like tech and automotive where new technologies are always being created, refined, and integrated into daily life, many brick and mortar retailers have gotten by for long stretches of time by doing business the way they’ve always done it. As new industries and technologies change and evolve all around us, however, it looks like retail is finally ready for its digital transformation. After all, how are companies supposed to keep up with e-commerce giants like Amazon if they’re not willing to adapt?


  • Aug 13
  • 4 min read

How Can Automation Maximize Your Recruitment ROI?

In recruitment, as in so many other fields, it can be difficult to separate the innovations from the buzzwords. Things like employer branding, recruitment marketing, recruitment automation, etc. all sound nice enough on their face, but how can recruiters and other HR personnel figure out if there’s any substance to them? To really evaluate a new trend or a new concept, you need to find something concrete to use as a yardstick—something like the actual implications a given business practice might have on your ROI. 

  • Aug 06
  • 4 min read

How RPA Will Change the World of Recruitment Marketing

New and emerging technologies have always played a big part in the way that companies recruit. The introduction of the telephone into wide business use changed the way recruiters found and interacted with talent. The birth of the internet did the same again. If we’re willing to get a little bit wonkier, the introduction of the first ATS into the HR tech market made quite a splash, offering recruiters new tools for tracking applications and developing relationships. At the present moment, technological change is playing just as big a role in recruitment as ever. And possibly the most impactful technology gaining traction on the market right now is RPA, or robotic process automation.

  • Jun 20
  • 4 min read

How RMA Promotes Diversity in Hiring

At this point, we’ve all heard the statistics: more diverse teams promote internal innovation, improve sales, and develop better products. You don’t necessarily need a reason to strive for inclusiveness in the workplace, but there are plenty of them to choose from. In spite of this fact, many or even most businesses are still struggling to create diverse workforces. This can be attributed to a whole host of factors, from work environment to historical factors, but on some level your ability to field a diverse team comes down to your ability to hire a diverse team.

  • Apr 24
  • 5 min read

Can Automation Help You Spread Your EVP?

Employer brand and EVP: they’re not the same thing. Sure, they’re related, and they’re often used interchangeably, but there are important differences between the two. While your employer brand is a story that potential recruits can latch onto as they move deeper and deeper into your recruitment funnel, it doesn’t necessarily need to provide too many specifics about the way that your organization provides value to its people. EVP, in this regard, is just the opposite: it should be a concrete accounting of things like educational opportunities, benefits, growth opportunities, and office perks, all aimed at showing prospective recruits that your employer brand isn’t just talk—that you can back it up with real added value. 

  • Mar 22
  • 4 min read

5 Best Practices for Recruitment Marketing Automation

We’ve spoken more than once on this blog about the power of recruitment marketing automation. And, indeed, by streamlining the process of purchasing, constructing, and targeting ads across various web channels—not to mention automatically tracking clicks, forms filled out, and applications submitted—automation processes can help businesses save time and money. At the same time, we understand that these things can be daunting, and it can sometimes be difficult to get a handle on how best to approach automation technology in a way that aligns with your recruiting goals. Luckily, we’ve got a list of best practices that you can employ as you get started with recruitment marketing automation.


  • Oct 30
  • 4 min read

The Impact of Machine Learning on Modern Recruitment

Recruitment has changed a lot over the decades. What used to be done via print classified ads and fax machines is now, for many businesses, almost entirely digital—with even job interviews sometimes taking place over Skype. In some ways, recruiters’ jobs have become more difficult as a result of these technological shifts: it’s now imperative that businesses develop and track their employer brands across numerous online channels, meaning that recruitment is no longer a matter of crafting a succinct job ad and sifting through a stack of resumes.

  • Oct 18
  • 4 min read

Can Marketing Automation Help Your Social Media Recruitment Efforts?

In 1982, a few years before the creation of the World Wide Web, computer scientists at Carnegie Mellon University in Pittsburgh, Pennsylvania decided that enough was enough. The lone soda vending machine in their workspace was down a long hallway, and because it was restocked by grad student volunteers there was an ever-present danger that the machine would be empty or, even worse, the soda in the machine would be warm. Rather than trudging from their offices to the machine simply to discover that the machine was empty or wasting their money on warm cola, they decided to install counters in the machine that could track how much soda was inside and how long each of the bottles had been there (it took about 3 hours for the soda to get sufficiently cold). From there, they connected it to Arpanet (the early instantiation of the modern internet) so that they could check on the status of the soda machines from their desks instead of taking the long trek to the machine itself.

  • Oct 11
  • 4 min read

5 Best Practices for Recruitment Marketing on Facebook

Of the seven billion people on this planet, two billion use Facebook at least once a month. Each day, Facebook has more than a billion unique visitors. Its group functionality attracts users with all sorts of niche interests and talents, and its ads platform has some of the most comprehensive targeting options among social media sites. What better place to spread your employer brand and try to source qualified job candidates for your company?


  • Oct 04
  • 5 min read

The Recruitment Marketer's Guide to Lead Generation

Let’s say you’re in the HR department at a promising new startup. One day, one of your most talented developers abruptly quits, giving no notice and taking no steps to ease the transition of her responsibilities to another worker. No one wants to be put in a situation like this one, but what will it take to keep this unexpected snafu from transforming into a full blown crisis?

  • Aug 30
  • 4 min read

What is the Future of Employer Branding?

There’s no denying that in the last few years employer branding has become a much more central piece of the talent acquisition puzzle. Talk to any recruiter or recruitment marketer for more than a few minutes and employer branding is sure to come up—and with good reason. Employer brand can play a starring role in building your company’s reputation, and a good or bad reputation can actually save or cost you money in the hiring process. And this is after only a relatively short period of prominence for employer branding as a concept. What about five, ten, or twenty years from now, when employer branding has developed a long history of driving recruitment efforts? 

  • Aug 23
  • 4 min read

How to Amplify Your Employer Brand on Social Media

Your company is a great place to work, and you’ve got a strong employer brand to show for it.

But what do you have to show for your employer brand? If you’ve been having a difficult time attracting applicants and recruiting top talent, you might be saying, “not much.” If you’re in these dire recruitment straits, you may sometimes think that a strong employer brand isn’t enough to attract qualified people to apply to positions at your company. And you’d be right—because what good is a brand if no one sees, reads, or hears about it?

These days one of the most important parts of a recruiter’s job is finding ways to maximize the impact of his or her company’s employer branding. This can be done through traditional job platforms, sure, but it’s becoming increasingly imperative to leverage social media as a tool for spreading the word about your company. 

  • Aug 07
  • 5 min read

5 Strategies for Building a Stronger Talent Pipeline

Fun fact: recruiting a software developer can take more than 6 months and cost more than $30,000 on average—and that’s without accounting for lost productivity during a lengthy recruitment process. Though the numbers may be less eye-popping in other fields, there’s no denying the fact the recruiting even a single employee can be a costly and time-consuming affair, one that makes it difficult for many businesses to attract and engage the type of high quality talent that can make a real impact on their operations. Luckily, there are steps that recruiters can take to speed up time to hire and decrease hiring cost. Chief among them? Building a strong talent pipeline. 

  • Jul 17
  • 4 min read
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