You Can Actively Maintain a Candidate Talent Pool by Doing the Right Things
Recruiting today is not like it was ten, five, or even one year ago. Now, candidate expectations of a company’s employer brand are much higher.
To maintain an edge on the competition, recruiters have to learn to operate more like marketers. They need to remain savvy about the latest developments related to the candidate experience, as well as hiring trends overall.
According to a recent survey, 86% of HR professionals agree that recruitment is becoming more like marketing.
There’s also a general consensus that the HR industry is now expected to incorporate strategies and tools traditionally associated with the marketing function into their hiring processes.
Here are five ways recruiters can effectively implement recruitment marketing strategies to improve hiring.
Implementing Applicant Tracking Systems
At their core, applicant tracking systems (ATS) allow recruiters to store and track candidate profiles, jobs, and recruiting workflows in a central location. To support the modern realities of recruiting, the ideal ATS must now also function as part of an integrated talent acquisition solution suit.
It must provide recruitment tools, a record of candidate touch points, communication channels, automated onboarding workflows and, above all, data analytics.
And to truly get ahead of the hiring game, employers should invest in a talent acquisition platform that also includes strong candidate relationship management (CRM) tools.
This will boost their ability to reach, attract, and nurture a healthy supply of prospective applicants.
Whether candidates are actively looking for a new opportunity or simply wish to passively engage with a brand that may be of interest as an employer down the line, employers must leverage the right tools to simplify and automate two-way communication.
In order to lure today’s top talent, employers have to learn to market themselves—and out market other employers competing for the same great candidates—and this doesn’t end with simply advertising open positions.
Show Off Company Culture
Clearly, your reputation as an employer hinges on the unique culture depicted by your brand, as does your ability to onboard the best-fit talent. There are a variety of ways to use recruitment marketing to highlight company culture and attract the best candidates, beginning with brand management.
Research shows that a whopping 94% of job seekers are likely to apply for a job if the company actively manages its employer brand online. Nearly 80% of job seekers agree that the look and feel of a company’s career site is important to them when determining if they should apply for a job at the company.
With this in mind, you have to decide what is your employee value proposition (EVP) and how can you use it to fill crucial seats within your organization?
Boosting your employer brand online by showcasing the unique aspects of your company can change the game and you don't have to post groundbreaking information.
Posting online video testimonials from current employees, promoting awards and recognition, and creating user-friendly talent pools will give prospective employees beneficial insight into pertinent company news and happenings.
Candidate Relationship Management (CRM)
It’s no secret that leaving positions unfilled for a long period of time can completely derail business performance. This is why CRM technology is key to nurturing a bullpen of prequalified candidates. This approach will save you time and money when you want to find the right hires when positions become available.
72% of recruiters agree that candidate relationship management (CRM) tools should live within a talent acquisition system. With recruitment marketing automation, recruiters can build talent pools or talent communities by attracting and engaging passive candidates.
These are people who are not yet ready to apply for a job but are interested in your company’s employment brand. They were attracted through your fully branded, mobile-optimized career site portal.
Once the passive candidate data is in the system, recruiters can use talent pools to manage specific groups of candidates by function (e.g., sales, engineering, G&A). They can personalize their candidates' experience based on their relevant interests.
And better yet, CRM tools offer an amazing opportunity to seed branded content in the form of scheduled email campaigns. The campaigns are curated to include information such as career opportunities, networking event registration, company information, and newsletters.
Article Spotted by : Louise Burden
Article Written by : Susan Vitale
Article Published by : the balance /Updated May 16, 2016
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