Recruitment Marketing and Talent Acquisition are stronger together — but only when both sides know how to collaborate. Learn practical ways that you can align your efforts, improve candidate engagement and drive faster, more effective hiring.

Recruiters and Talent Acquisition teams are under pressure to fill roles fast — often with limited support. But if you have a Recruitment Marketing team, you might be sitting on an untapped advantage. Your RM team can do a lot more than post jobs! They can create messaging that resonates, campaigns that convert and analytics that guide your next best move.

I recently had the opportunity to present to the global TA team at a leading manufacturer in the food & beverage industry. It was a great opportunity to help their recruiters better understand the value of their Recruitment Marketing team and the competitive advantage they actually have because they have an RM team. Not to mention, this is a Rally® Award™–winning RM team that’s doing some of the most innovative and impactful work in the industry.

Whether you’re a recruiter looking for support or a Recruitment Marketing pro aiming to deepen your partnership with TA, this post will give you 21 practical ways to collaborate more effectively. But first, let’s look at the impact Recruitment Marketing can have when it’s working well — because understanding what’s possible is the first step to making it happen.

The Benefits of Recruitment Marketing for Talent Acquisition

Before we get into the actionable ways to collaborate, it’s important to understand why the partnership between recruiters and Recruitment Marketing teams is so powerful. As I explained to the global TA team I met with, when these two functions are aligned, it doesn’t just make recruiting easier, it makes recruiting more strategic, more efficient and more effective.

Here are 5 outcomes you can expect when TA and RM are working together:

1. Increased candidate engagement
   Recruitment Marketing helps you reach and connect with candidates earlier, long before they’re ready to apply. Through employer brand content, social media, email nurture and careers site storytelling, RM builds awareness and interest that leads to stronger engagement throughout the funnel.
2. Wider and more diverse talent pool
   RM teams amplify your reach beyond traditional job boards and sourcing channels. By tailoring messaging for different candidate personas and using a multi-channel approach, they help attract candidates you might not reach otherwise — including the hidden 75% of passive talent and underrepresented groups.
3. Faster time to fill
   When content and messaging are doing their job, recruiters spend less time cold sourcing and screening unqualified applicants. A strong RM strategy brings more qualified candidates into your pipeline sooner, which can reduce time to fill and improve speed to hire.
4. More right-fit talent
   It’s not just about more applicants, it’s about the right ones. RM helps you define an employee value proposition (EVP) that communicates what sets your company and team apart, so candidates can self-select in or out based on alignment with your mission, values and culture.
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