Mobile Geofencing Helps Recruiters Find The Right Person For The Job

When a recruiter is looking for someone, let’s say someone who possesses “a particular set of skills”, it doesn’t always make sense to blast the position out to the masses. It’s not enough to simply post open positions on the company’s website or LinkedIn page. At best, recruiters will spend time combing through a bunch of unqualified candidates and their resumes. At worst, they won’t receive anything at all. Given the falling unemployment rate, where fewer and fewer people find themselves unemployed, that’s probably the most likely scenario.

Recruiting - Staffing using Geofencing

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Recruiting specialists requires specialized recruiting. In other words, recruiters have to think like marketers in order to be successful at filling those highly-specialized positions. The problem? Small budgets or no budget at all. HR departments aren’t given the same size budget that marketing departments generally receive, so there’s increased pressure for recruiters to do more with less. But that doesn’t mean recruiters can’t take advantage of the same innovative tools marketers have been using for years to sell products and services.

As recently noted by NPR, recruiters have been paying attention to newer marketing tactics, such as geofencing. They’ve found a way to be laser-focused with their efforts, and it’s paying off.

How Geofencing Can Help Recruiters

Geofencing accomplishes two things for recruiters: 1. It allows them to target a very specific group of people by setting up virtual perimeters so that only the people within the perimeter will be exposed to the message or advertisement. For example, a company targeting soon-to-be engineering graduates may consider setting up geofences around the top 10 engineering schools in the U.S. A salon that’s looking for an experienced aesthetician might consider geofencing competitor salons. 2. Because it’s so targeted, it’s also cost-effective. Most people think geofencing must be expensive because it’s so tailored, but it’s actually the opposite. Because companies aren’t running ads or messages to the masses, there’s significant cost savings by targeting smaller groups of people. It’s the equivalent of printing off a million flyers of the job posting and handing them out to anyone, or just printing out a dozen and ensuring they are only given to the people you want most – the people most qualified for the job.

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