How Improved Visibility Helps Recruiters Find the Perfect Candidate
In today’s competitive job market, the numbers are not on the side of recruiters.
- 86% of top candidates are already employed
- 73% of candidates are passive job seekers
- Great candidates will be snapped up within 10 days
The experts (and probably your experience) say that there is a talent shortage. Low unemployment and companies paying more to keep their best talent mean fewer people out pounding the pavement. Yet, you know the right candidates are out there – you just need to who they are and when they are ready to be placed in the right job.
With that in mind, what you are experiencing may not be a supply problem, but a timing problem.
Achieve better timing with more visibility
In any type of job market, getting the timing right can be tricky. Your recruiters have probably wasted time more than once chasing down a candidate only to find that they are no longer available, have moved, or just aren’t interested.
So, how does increased visibility get you better timing?
Increased visibility allows for a more effective selection of those who are already in your applicant tracking system (ATS) and identification of those who may be passive job seekers. The information you need is available – you just need a way to extract it, use it, and track it.
A marketing automation platform provides a way to give you better visibility while maintaining the integrity of the recruiting process. With marketing automation, you can gain visibility into:
Candidate preferences
Building a profile of candidate job preferences, such as contract vs. permanent, location, desired salary, etc. will help them pop up to the top of the list when you do need to source the right-fit candidates quickly. Mass emails, targeted emails and opt-in nurture campaigns are a good way to identify these preferences.
ATS data
Recruiting organizations already connect with a large number of candidates and store those connections in an ATS. Those who are able to fully leverage these databases are the ones that enjoy smoother hiring processes. Through email campaigns, you can refresh the accuracy of your ATS by asking candidates to update key information such as job status, contact information and latest skill updates.
Candidate intent
Sell your clients to potential employees as if they are potential buyers. Advertise benefits and create campaigns that show people how great it is to work at a specific client company. You can track and “score” the responses to determine the interest level of your candidates in a particular job or company and put them on a shortlist. This will help you respond quickly when the time is right.
When you choose the right marketing automation platform and know when to connect with the right candidates, you realize value throughout your entire organization:
More value from your talent pool
Cultivating relationships with those in your recruiting database is the key to future hiring success. Staying in regular contact will make it much easier to connect with a qualified candidate when a role suddenly opens, and they’re the perfect person to fill it. Maintaining good relationships with candidates can also be fruitful because of the peer-referrals they produce and the loyalty they will have for your company and your recruiters.
More value from technology
Typically, the real issue with candidate databases isn’t that they contain too many contacts, it’s that maintaining and utilizing a database appropriately proves difficult. This is another place marketing automation technology comes in, permitting recruiters to access the right information quickly and effectively when needed. The more robust a marketing automation program is, the more it can help the recruiting process overall by automating recruiting, onboarding and nurturing activities.
More value from your time
Time is money, and the less time recruiters spend chasing dead leads or the wrong candidates, the more time they can perform other high-value searches or pursue strategic activities.
Marketing automation helps improve visibility and creates better timing, so rather than wrestling with market forces, your recruiters are ahead of the competition and know when to connect with the perfect candidate.
