In part one of our three part series on key recruiting CRM practices, we discussed the need to use tools outside your ATS, establishing and growing a centralized talent pool, segmenting your pool, utilizing talent networks, integrating with your ATS, and generally taking a proprietary approach to acquiring and maintaining candidate data. We continue the conversation here in part two of the series. Here are five more key recruiting CRM practices that you can build upon part one and that can help transform and optimize your recruiting organization:
Heat your talent pool
The only way a talent pool is beneficial is if you keep it warm and fresh. To do so, you must engage with members on a regular basis with content that is valuable to them. Use your segmented lists from your talent pool to send regular mass emails with company news, interesting developments, surveys, or internal content that would be of interest to potential candidates. When you have an opening, they'll already know that you have great things going on at your company and your invitation to apply will be met with much higher click rates.
Integrate your sourcing
When considering a CRM tool you need to be clear about which resume databases you'll want to source from, including your internal ATS. You'll want to consider how simple it is to get data from other sources (such as business directories, LinkedIn, events, Google searches, etc.) into the CRM in order to build pipelines. The CRM should support a single search interface to all your sourcing databases. Searching and sourcing from separate solutions for different sources increases complexity and limits access to the best candidates.
Tap your “Silver Medalists”
A CRM tool that is deeply integrated with your ATS allows you to adapt your search for specific applicant tracking data, such as whether a candidate made it through to a second interview stage but ultimately was not offered a position. These “silver medalists” may have come close to getting a job and might have been hired if additional opportunities had been available at the time of their interviews. Since they are likely a good fit for a future position, it’s important to have access to ATS data like status or stage to find these candidates and incorporate them into your sourcing pipelines.
Search first is a mind set. It should be your recruiting organization's mission. It's a foundational strategy for acquiring talent in the modern era. When utilizing a CRM, you are continually adding candidates that you’ve been bringing in through your talent networks, job ads, and recruiters. Essentially you have a new, larger, more valuable database every month that should become your most effective source of hire. When hiring for a position, it’s critical that you utilize your CRM search tools to pinpoint talent in your proprietary talent pool before spending money on external searches and job ads. It can take days to begin to see applications coming in from job boards like Indeed or CareerBuilder, but if you go into your CRM and run a quick search for a specific segment of people who may be qualified and send them an email, you’ll start to see applicants much more quickly. And, if you are keeping them warm and including your talent network and ATS pools in your searches, they'll be predisposed to hear from you whether they are currently looking or not.
Employers know what jobs they’re frequently recruiting for, which is why it’s important to have pipelines of potential candidates that are qualified for these jobs. From a routine process perspective, when recruiters find people that might not be a perfect fit for the job they are hiring for at the moment, they should consider what jobs they might be a good fit for in the future and add them to those lists or folders. This data should also be brought in from third party databases. For example, if you pay for 20,000 views on Monster but your recruiters only look at 12,000, what are you doing with that other 8,000? On its own, the CRM tool can pull in relevant candidate data for your specific pipeline so you aren’t leaving that 8,000 on the table.
So we've covered centralizing your talent pools, segmenting them into pipelines and engaging them. Stay tuned for the final installment of this series, where we will take a look at six more strategies you can employ to maximize the value of your recruiting CRM efforts.