You're probably familiar with customer relationship management (CRM) software, which businesses use to manage interactions with both current and potential customers. Now allow us to introduce its close cousin, candidate relationship management (CRM), a category of software that helps recruiters track all of the information and tasks associated with candidate interaction.
As recruitment marketers, we tend to split our disciplines into artificial segments like employer branding, candidate experience, recruitment CRM, candidate attraction, etc. Of course this is necessary in order to understand the building blocks of successful recruitment marketing.
That said, these divisions don't really exist if you are practicing high level recruitment marketing.
It seems these days that large recruiting organizations are increasingly evaluating or implementing recruitment CRMs (or candidate relationship management). That's good. As we've covered before, your ATS isn't designed to build long term relationships with candidates and that's not changing anytime soon. But in the case of CRM, what you don't know could hurt you.
More and more organizations are moving toward the use of recruiting CRM to increase their pre-applicant talent acquisition effectiveness. This is a good trend. We work with many organizations who are looking to implement candidate relationship management for the first time, and many who are replacing their CRM after initial efforts with another vendor.
There are many ways to measure the value of candidate relationship management software, the most valuable is recruiting CRM return on investment (ROI). We generate a lot of great information about best practices for recruiting CRM, but let's talk about dollars and cents.
When it comes to recruiting CRM, the name of the game is building your own proprietary database of potential candidates and then sourcing hires from it regularly. That said, using your CRM technology to send mass email campaigns to candidates that you acquire from other sources can be a key strategy for building your talent pool.
I rolled out of bed around 6am, the alarm clock on my phone coaxing me into reality. As I silence the beckon-call of a new day, my finger slips automatically to my email notifications. Junk, junk, meeting change...what’s this? Looks like I have 23 new candidates for a job I didn’t even knew existed when I slipped into a fitful sleep the night before.
The Oracle® Cloud Marketplace now features Talemetry’s integrated Advanced Source & CRM and Job Broadcast solutions for Oracle Talent Acquisition for Midsize Cloud Service (formerly Taleo Business Edition – TBE). Oracle TBE clients can now take advantage of prebuilt integrations to better source, engage, and attract more of the right candidates using jobs and candidate data from their Oracle ATS.
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.
Predictable Hiring is all about how to become more proactive, scalable and…wait for it…predictable in your recruiting efforts.