Strategic recruiting CRM is the use of software for capturing candidate data, automating sourcing, segmenting, and engaging large numbers of candidates for the purpose of being more proactive in your recruiting processes. Strategic CRM forms the foundation of a new kind of recruiting organization that uses modern sales and marketing techniques and automation to maximize every candidate interaction and centralize a proprietary talent pool for sourcing. In the first of a three part series, we take a look at six key recruiting CRM practices that can help transform and optimize your recruiting organization.
Enhance Your ATS
An ATS is perfect for what it’s meant to do. It manages the application process from beginning to end. However, bringing in an external recruiting CRM solution enhances the ATS and gives your organization a lot more flexibility on the sourcing and marketing front. It’s important that your ATS be integrated into your CRM platform in a deep way so that you can bring job data over from the ATS. This ensures that you have content for marketing and it allows you to synchronize past applicants so that you can find those “silver medalists” that ultimately didn’t get the initial job they applied for but might be a perfect fit for a different role. The integration allows you to move beyond basic applicant communications.
Grow Your Pool
Once you are synced to your ATS, you have the beginnings of a usable proprietary talent pool. Centralizing and growing the talent pool needs to be a priority. The talent size and makeup of your talent pool is a way to measure how effective your recruiting activities are at a high level. Your proprietary database is the differentiator in terms of how quickly you can begin to get candidates into your pipeline and how you can shorten your time to fill. It also allows you to improve your quality of hire. You’re building a centralized talent pool of people who are pre-qualified, you know that they have the skills, background, etc. that you desire and they are interested in your company. All attraction and sourcing activities should be funneled into the talent pool so it can grow and become your primary source for future hires.
Segment Your Talent Pool
A large database of candidates is great. But how did these candidates get there and what jobs are they most suited for? That's where segmentation comes in. Segment candidates into pipelines for key job families so that you can easily search by skills, experience, location, job level, etc. If you know what jobs they are best suited to, then you can tailor your outreach to their specific interests. The CRM is designed to put that information to use as you reach out and search for candidates in the future, ensuring that you send relevant messages to the recipients. Plus, a segmented talent pool allows you to easily measure whether you have sufficient pipelines of candidates for future job needs in high turnover positions or areas of expansion in the future.
Don’t Forget Talent Networks
Integrate talent networks with your overall talent pool. As people join the talent network and express their desires in terms of their career interests and qualifications, that information should map back to the pipelines that you’re managing within your CRM. It’s all about segmentation and regularly sending the right messaging to passive candidates who are interested in your company.
Integrate your ATS
Strategic CRM is not so strategic without integrating your ATS. You don't want to send job application invites to candidates already in the pipeline, or recruit for jobs that have already been filled. When the CRM tool is tightly integrated with your ATS you have better access to up to date data. For example, as you’re sourcing from an external database, you’ll know whether you already have a candidate in your talent pool so you don’t have to pay for the information again. Or, if you notice the application is two years old it might make sense to pay for it again. It allows you to understand the strength of your talent pool and helps from a branding/messaging perspective because you won’t be sending an introduction email to someone who is already in the database.
Once data from anywhere (LinkedIn, ads, talent networks, database searches, agencies, etc.) gets into your centralized talent pool, it becomes yours. You own it and it you won't have to pay for it again. This maximizes your investment in job ads, external sourcing activities, agencies, etc. You'd be surprised how many recruiting organizations pay for the same resume multiple times. Talemetry has clients that have actively cultivated pipelines of candidates that contain every qualified person in the world for highly specialized positions. This kind of immediate access to proprietary sourcing data is invaluable in "getting out in front" of hiring demand, speeding time to hire, and reducing your candidate acquisition costs.
These are the first six key recruiting CRM practices. Stay tuned for part two of this series, where we will take a look at additional strategies you can employ to maximize the value of your talent pool.