Are you paying high costs to attract the very candidates that sit on your CRM? Do your Consultants go to job boards and Linked In as their first port of call?
Are paying for expensive RPS licenses, to identify, attract and register relevant candidates to your database? My guess is these Linked In licenses maybe even under-utilised and will only increase in price substantially as you grow your headcount
Are you seeing traditional acquisition tools, i.e your job boards giving diminishing returns?
If the answer to any or all of these is yes – then you should be considering Recruitment marketing automation.
There are a plethora of different tech solutions that automate part of the Recruiters role, many are even suggesting they will replace the Recruiter as we know it. In my opinion, technology should be an enabler for growth, it should be used to do the “heavy lifting” in the process of today’s modern recruiter.
So what is recruitment marketing automation – it seems to be a buzz word of the marketer… It’s using software to automate communications, normally through email to segmented groups of individuals – either candidates or clients, to build strong talent pipelines, getting them ultimately to a place where you can influence on a 1 to 1 basis. This is what your recruiters doing, spending time talking to candidates where they can add real value, as they are at the “interest” stage in the acquisition funnel.
So automation is doing the time-consuming tasks – either getting previously unknown Candidates to the awareness stage and moving them along, or known candidates to of the interest section, so Recruiters can then practice their skills of matching, understanding briefs, and culture, selling opportunities, overcoming objections, influencing outcomes - the complex combination of which no technology can perform.
Successful outcomes are many and varied depending on your automation objectives.
Massive uplifts in placements from your CRM as much as 100% per quarter you should aim, for, of course, depends on where you are currently tracking. Remember these candidates you have previously paid to attract, however not only paid to attract but paid to get onto your CRM, paid for your consultants to screen, update details, code, understand minimum salary expectations etc. – you get the picture.
With this, your brand recognition is heightened, through regular valued content, as is candidate experience.
The real winner is your Recruiters being able to talk directly to engaged candidates ready to take the call, rather than spending time ploughing through inactive lists, ultimately leading them to be more successful and more impactful.