How does your company recruit candidates? At Merito Group, we are constantly looking to adapt to the changing Market Trends to attract the best talent, as seen through our recent updates to our website. From mobile friendly websites to tapping into the community around us, we are always looking on how to change for the better. Indeed, it seems that our methods are becoming the industry standard in American companies across the board when it comes to recruitment.

The 180-year-old Fortune 36 company Procter & Gamble, famous for brands like Crest, Charmin, Dawn, and Downy, is revamping its career site and its whole recruitment marketing and messaging to candidates.

Scott Read, associate director, global talent supply at Procter & Gamble, is one of many key players on the relaunch, along with Charlotte Field, senior manager, and a whole team of people from branding and other departments worldwide. Toward the end of 2016, they, and P&G in general, knew it was time to change the company’s online presence and mobile process for hiring. “We’ve got to do something to improve our candidate experience,” Read thought.

That experience involved not one career site but 39 global — actually local, you could say — career sites, spread around the world for the approximately 82 countries where P&G has operations.

Moving now into early 2017, P&G put out an RFP to replace those sites with one, and to also finally set up a talent community for recruitment marketing. It’d been working with TMP for about nine years, and ended up selecting TMP for this work too, along with a technology called “TalentBrew” used by companies such as Nike and Eli Lilly.

The P&G career site is now live, featuring employee stories, job maps, job alerts, a responsive design for mobile devices, 100+ pages, and content unique to the country you’re dialing in from. If you come once from Germany, the next time you’re back, you’ll see pages tagged for German content. The site includes content from 40 countries around the globe, with P&G most focused on the top 12 markets doing 80 percent of its business. Read says it’s still sorting out what he calls its “language strategy” — what to do with all the jobs and content in so many languages in so many countries. That, he says, is a “big, expensive, complex project.”

There are really two big things P&G’s trying to do with the new site and the new communications in general.

One is grab the attention of college graduates, early in their careers. That’s why you see all the “day 1” stuff on the site.

The second is develop the talent community mentioned above, which for now is more focused on experienced people, with special pipelines for schools and diversity coming later.

It seemed that most companies capturing people in a talent community aren’t totally sure what to email to community members, and don’t end up communicating with them a whole lot. Recruiters may even forgo sourcing from the communities, even though oddly enough the whole purpose of the community is to have a ripe group of people interested in working at the companies whose communities they’ve joined.

How could your company benefit from changing how it looks at recruitment? Read more of Todd Raphael‘s fascinating article from ERE Recruiting Intelligence here.

Merito Group is a small women-owned business providing excellence in outsourced talent acquisition solutions including retained executive search, RPO, and consulting services. Looking to hire exceptional talent? Contact us by email or 703-734-6340. To view our current career opportunities click here.