High-performing talent recruitment functions balance the tension between role importance and talent availability to create targeted and customized recruitment marketing programs.

1. Role Importance and
Talent Availability.
Employer branding. Recruitment advertising. Internal communications.

2. Employer branding. Recruitment advertising. Internal communications.
Strategic recruitment
marketing is different than
traditional recruitment
marketing.

3. Employer branding. Recruitment advertising. Internal communications.
Top-performing recruiting
operations are balancing the
tension between talent
availability and role importance.

4. Employer branding. Recruitment advertising. Internal communications.
Success in finding
and hiring top
talent depends
on understanding
the tension
between talent
availability and
role importance.

5. Employer branding. Recruitment advertising. Internal communications.
Talent Availability
What it takes to
find, attract and
engage talent
that adjusts based
on the availability
of talent.

6. Employer branding. Recruitment advertising. Internal communications.
Role Importance
Prioritize recruitment
marketing strategies
and tactics by
addressing the
organization’s talent
needs.

7. Employer branding. Recruitment advertising. Internal communications.
High-performers
set strategy and
tactics based on the
needs of the
organization (role
importance) and
the reality of
available talent.
X Role A
X Role C
X Role D
X Role B

8. Employer branding. Recruitment advertising. Internal communications.
• “Leans” to more traditional
management of recruitment
marketing strategies and
actions
• More transactional, less
strategic approach
• Greater emphasis on
ensuring right culture fit
(more candidates to filter
through)
X
X
Low Role Importance
High Talent Availability

9. Employer branding. Recruitment advertising. Internal communications.
• Requires enhanced
candidate targeting
• “Go to talent” strategies
and actions
• Strong and compelling
employer brand
messaging needed
X X
High Important Role
Low Availability

10. Employer branding. Recruitment advertising. Internal communications.
Role A
Role C
Role D
Role B
Role and Talent Availability by Location
Role Importance
Headquarters Chicago Durham South Bend
DL #A DL #A DL #A DL #A
Accounting/Finance Analyst 3 X 10 - 20 - 0 - 3
Shop Foreman 4 - 2 X 22 - 5 X 6
Mechanical Engineer 4.5 - 0 X 4 - 6 - 0
Regional Sales Manager 2 X 2 X 8 X 3 X 0
Sales Manager 3.5 - 6 X 6 - 2 - 0
Electrical Engineer 4.5 X 3 - 12 - 6 - 2
DL = Desired Location; #A = Candidates Available
Sample Illustration

11. Employer branding. Recruitment advertising. Internal communications.
Role A
Role C
Role D
Role B
The importance of the role, and
the number of open positions per
role, helps to shape the
recruitment marketing focus by
prioritizing organizational need
and budget allocations.

12. Employer branding. Recruitment advertising. Internal communications.
Role A
Role C
Role D
Role B
The way in which you can reach,
and influence, talent is different
depending on the availability of
that talent. Thus, talent availability
will shape the strategy and
resources needed to reach them.

13. Employer branding. Recruitment advertising. Internal communications.
Role A
Role C
Role D
Role B
1) “One size fits all” recruitment marketing
strategies are less effective than a strategic
and customized approach.
2) Understanding the balance and tension
between role importance and talent
availability is a strategic approach that helps
to prioritize and allocate valuable recruitment
marketing resources.
Summing up.

14. Employer branding. Recruitment advertising. Internal communications.
Role A
Role C
Role D
Role B
Q & A.