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HR’s New Ace in the Hole: Geofencing for Recruitment

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Geofencing for Recruitment

With so many opportunities out there, companies are struggling to recruit the best employees. It’s time to think outside of the box. There’s no need to compete for the same talent through the same channels. Geofencing for recruitment means finding candidates where they work and live. By making viable prospects aware of new opportunities, you can find professionals with proven ability and experience.

What Is Geofencing?

Geofencing sends advertising messages to people in a targeted geographical area. Using GPS and radio frequency identification, geofencing sets up a virtual “fence” around a town, neighborhood, or event. People within the “fence” will then receive offers on their smartphones. Many businesses use geofencing to send discounts or other promotions to potential customers, but by setting specific parameters, HR professionals can use geofencing to send job opportunities to professionals with the desired qualifications.

Why Use Geofencing?

HR professionals have a more complicated job than ever before. In highly skilled industries like technology and medicine, exceptional employees are in short supply and high demand. Rather than casting a wide net and hoping an exceptional candidate stands out, geofencing lets you focus your search using fresh tactics and strategies. Companies can find and connect with qualified professionals at a fraction of the cost of traditional recruitment, and they can stand out from competitors while doing so.

Small businesses ordinarily have a tough time competing against larger, more established companies with dedicated recruitment budgets. While large corporations can afford to fill job boards with dozens of listings, small businesses can struggle to be seen as they’re pushed to the bottom of search results. Geofencing levels the playing field. Most geofencing campaigns cost pennies per view and can target an audience much more effectively than traditional HR methods, meaning you can afford to repeatedly focus on interested candidates, and maintain top-of-mind awareness for when they’re ready to apply. Recipients who aren’t interested can choose to opt out of future offers, which narrows your target even further.

You can identify qualified candidates at industry events, fairs, and even at their current workplace, or right in your company’s own neighborhood. Geofencing can also detect offline behaviors that may indicate a candidate is a good fit for the job. For example, a dedicated chef may visit a farmer’s market to source fresh ingredients. A craftsman may stop by a lumberyard. A software engineer might frequent a computer parts store.

As the job market evolves, your recruiting strategies should as well. Professionals are always on the lookout for better opportunities, and your company might be their ideal fit. Leverage the power of geofencing to connect with all-stars who can take your business to the next level.

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