Whether you call it proactive hiring, predictable hiring, or recruitment marketing, recruiting leaders are recognizing that they need strong candidate sourcing and engagement capability to be successful in today’s recruiting environment.
The fact is that the supply of active candidates is low. Demand is high and the list of impacted, hard to fill positions continues to grow.
The ability to centralize talent pools and use advanced technology tools for sourcing and engaging the candidates can make or break overall hiring outcomes. Typically called Candidate Relationship Management (CRM), this technology supports sourcing from outside resume databases, tracking recruiter activity, pipelining and mass emailing candidates BEFORE there is an open/active job to recruit against.
As organizations consider tools for supporting this crucial evolution, many face a choice with the type of technology they adopt. While they may not be obvious as you begin your search, the following choices are central to your overall success:
- Utilize CRM as a separate system from your ATS
- Switch ATS to one that better supports sourcing and CRM processes
- Require that the CRM solution integrate with your ATS
These choices are not sexy like a lot of the features of the software itself. In fact, these are the kinds of fundamental choices that many adopters don't fully understand until after they have adopted a solution and it’s too late. But a little up front consideration can save a lot of headaches down the road.
Utilizing CRM as a Separate System
The benefit of separating CRM from your ATS is that it frees you from the constraints of your ATS and gets your sourcers, recruiters, and recruitment marketers into a system that works the way they need it to work. This choice can simplify procurement because there is little to no integration to complicate internal approval and technology implementation.
The downside is that this approach creates a silo of candidate data that doesn’t include past applicants. Or if it does, the inclusion is a byproduct of one-time or periodic imports that leave the data out of sync. That means your sourcers could be approaching candidates that are currently engaged in your hiring stages in the ATS. In general, it splits your recruiting organization in two, giving your ATS users no insight into sourcing activities happening with candidates and giving your sourcers no insight into the hiring activity happening with live applicants.
Without ATS integration, hiring data can’t be leveraged back into your CRM system so you have little to no visibility into which talent pools or email campaigns are producing hires. This can create problems down the road in justifying the ROI for the system.
Additionally, these types of sourcing and CRM solutions also tend to charge large fees on a per-user basis as opposed to site licensing which allows all recruiters to share the CRM. This can discourage broad adoption of the solution. As we’ve written previously, proactive, predictable hiring is a key strategy that can transform all your recruiting efforts. Non-integrated sourcing and CRM with limited licensing severely curtails the potential benefits of your proactive hiring strategies by limiting access to the solution.
Changing Applicant Tracking Systems
Applicant tracking systems were designed to facilitate the hiring process, not the sourcing and candidate engagement process. In general, newer systems can have some CRM and engagement features, but they tend to be immature in their ability to meet enterprise ATS requirements.
At Talemetry, many of our clients are organizations that have migrated to a new ATS and then realized that the CRM and sourcing capability is too limited to fully support proactive recruiting capability.
Similarly, we see a fair amount of clients who have adopted a CRM system and later learned that they have to adopt their CRM vendor’s ATS to get the full benefit of the CRM capability.
Integrating with the ATS
Talemetry’s Source and CRM solution integrates deeply with the ATS, syncing candidate and jobs data so that pre-applicant sourcers and post-applicant recruiters share up-to-date candidate and jobs data in both systems. With our pre-built integrations for Oracle PeopleSoft, iRecruitment, and Taleo Enterprise and Business Edition Cloud Services, Talemetry also syncs additional data like step and stage data and more.
This means that one candidate search in your CRM system produces results across your past applicants, your talent networks, your external resume databases, and more. Plus, you can target your candidate searches by hiring stage to target silver medalist candidates who may have reached late interview stages but were not hired.
With deep integration, hiring data from the ATS syncs back to overall analytics in your CRM so you can understand crucial metrics for your talent pool, your recruiters, and your campaigns. Metrics like:
- What percent of your talent pool converts to hires monthly
- What percent of each talent pipeline converts to hires monthly
- Which email campaigns result in the most hires
- Which recruiters are sourcing the most hires (and what activities they are using)
The three choices above are not obvious when you set out to move to more proactive, source first recruiting capabilities, but they must be considered.
For more information about how to transform your recruiting efforts from reactive to proactive, predictable hiring, click here for our free eBook “Predictable Hiring: a Roadmap to Predictable, Scalable and Proactive Recruiting.”