Recruiters know that most of the time, the best employees aren’t actively seeking a new job. They’re too busy working for their current employer, who probably provides a decent compensation package to keep their best employees happy. So what’s the best way to recruit a candidate that isn’t looking at job boards on a regular basis? Geofencing your competitors, also known as “geo-conquesting.”
How geo-conquesting works:
Recruiters create enticing messages that promote the specific opportunity and the benefits that give their company an appealing advantage. Signing bonuses, extra vacation time, or higher pay can be very simple yet very appealing benefits that would cause even the happiest employees to take a second look. Then, Thumbvista creates the geofence or virtual perimeter around the competition’s location(s) and runs the ads for a specific length of time. These ads can appear on thousands of different mobile sites and apps, increasing the likelihood that the advert is seen by the intended audience. It’s like posting a job flyer in the break room, only digitally.
Why mobile geofencing and geo-conquesting works:
Geofencing is quickly becoming a go-to tool for marketers because of its hyper-focused and highly customized targeting capabilities. As a marketing tactic, geofencing has become a staple. Recruiters are continually expected to think more like marketers to attract qualified candidates, so they can and should leverage the same tools that marketers use. An article from Small Biz Trends listed geo-fencing as the top unusual – but effective – way to promote a job opening. And earlier this year, NPR profiled a few examples of companies that have used geofencing technology for recruitment with tremendous success. The ability to target potential candidates where they currently live and work makes it an attractive and cost-effective strategy, especially for those highly-specialized and harder-to-fill roles.
For more on Thumbvista’s mobile recruitment and geo-conquesting strategies, contact us and request our “Geofencing for Recruiters” case studies.
See our case studies on recruiting