In the talent-pipelining process, recruitment CRM should come after talent-mapping. Here’s how you should approach it.
We are always talking about ways to refine the recruitment process and the related talent acquisition strategy. Most of the time, people focus on refining their search, and on how to get quality results (candidates), but then they completely neglect the second half of the process: the management of relationship with candidates.
So, if you are a user at TalentDash, and you have just received your list of candidates from your customised search, here are some tips on how to maximise the potential of that list with recruitment CRM.
1. Build relationships; don’t just start them
Recruitment is a lot like sales; the difference being what you are selling. In sales, it is the product, whereas in recruitment, you are essentially selling your company (not literally, of course).
It is crucial to maintain a positive relationship with customers in sales, so that they are kept engaged and they will return for more. That way, sometimes, customers can be so loyal that even if you do not have the best product, they are willing to show their support.
The same can be said about the relationships forged between candidates and hiring managers in recruitment. It is a slow process, but one that is worth investing time and resources into.
The repercussions of this, is more widespread than you may realise. Even if the candidate whom you reached out to does not take up your job offer, if you have managed to build a positive relationship with them, then they may help you grow your employer brand via word of mouth.
That brings us to our next point…
2. Personalise your messages
This piece of advice is on every recruitment CRM-related article, but we are still including it, because that’s really how it works.
Just like with good service in hotels — what differentiates good service and excellent service? Simply being all smiles and meeting the customer’s needs is no longer praise-worthy, but a bare minimum. Going the extra mile of personalising the service to the customer’s unique need(s) is the mark of excellent service.
Personalising your outreach messages may just be the move that makes or breaks the effectiveness of your outreach message. Craft your messages in such a way that you can first catch the candidate’s attention — so that they will open up your message — then in a way that you can leave an impression on them.
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” — Maya Angelou
Having to personalise your messages will be more tedious, and especially more so when you have so many candidates to reach out to. Fortunately for you, when you use TalentDash, the list of candidates will be aggregated and ranked for you so that you know whom to reach out to first, thus improving the efficiency of your process!
3. Don’t just rely on LinkedIn InMail
If you are a recruiter or hiring manager who relies heavily on LinkedIn InMail for reaching out to candidates, then you may want to consider other platforms to reach out to your candidate.
According to Jason Webster from Ongig, the average response rate to LinkedIn InMails is 10%-20%, unless you are from big companies, like Google, then you may get a much higher response rate of 70%.*
The irony of this, is that bigger companies, like Google, are less likely to need to use LinkedIn’s InMail — their strong employer brand would already be a magnet for applicants. Perhaps that’s justification to their higher percentage of response rate — they do not need to send out as many InMails, but even if they do, the rate of response is still proportionately more. Imagine this: a hiring manager from a medium-sized company may send out 30 InMails and get 5 responses, but a hiring manager in Google may only need to send out 10 InMails, but they get 7 replies.
An ideal way to reach out to candidates is to contact them at their personal email address, because they are most likely to check it often. The effort to reach them through their personal email is also a mark of how sincere you are about your job offer — much like a date coming to your doorstep to pick up you, instead of simply meeting you at the dinner venue.
Other viable modes of contact, would be sending them a message via the social platform that the candidate frequents. For example, if an engineer has a presence on sites like Quora, where they actively share their experience and knowledge, then you may want to consider reaching out to them on that platform.
Luckily for you, candidate search results on TalentDash includes their personal (most of the time) email address and the link to their profile on other social platforms (if any). All these are viable alternatives to LinkedIn’s InMail for candidate outreach.