WR Squared news • March 16, 2017
Recruiters seem to have an abundance of clients but never enough candidates to fill the roles, but how do you plan your candidate attraction strategy? Do you only look for candidates when you have a role to fill or do you have candidates ready to go when you have a role that comes in? Do you track where your candidates are coming from and how much you are spending on trying to attract the right candidate?
Understanding the candidate
First of all, you need to understand your candidate, what kind of person they will be, what qualifications they have and the ethics and morals you expect this person to uphold. Once you know this, you can then start to think of the places that this candidate is likely to hang out. For example, an HGV driver is not likely to spend hours of their days on LinkedIn and a Doctor isn’t likely to spend hours on Facebook or job boards. By understanding your candidate, you can start to understand where you are likely to find them.
Tracking the candidate journey and ROI
To track ROI and costs per hire, it’s key to understand where you are finding your candidates, what you are spending on advertising and for what roles. A candidate’s journey can start anywhere such as an email from a friend, a post on social media, Google, Indeed or many other places but how do you capture these details? By attracting candidates to your website, you can track exactly where the candidate came from and where they go next. Ideally you want to create a simple but effective candidate journey as follows;
Source (i.e. Facebook, Google, Indeed Etc)
Your website (they apply for role)
Pre-screen (Your consultants screen them and either approve or discard)
CRM (Approved candidates get pushed into CRM – Discarded ones in to CV Library for later use)
Place (Place the candidate into role)
By using the above system, data can be carried with that candidate from the source all the way to placing them allowing you to track the candidates journey as well as how much GM has been created from what source and what was spent along the way.
Communicating with the candidate
Communication is key! At all stages of the process, you should communicate with your candidate. Let’s look at the above method and identify the key communication points;
Source – Communicating with candidate via an ad on Google or a post on Facebook
Your website (they apply for role) – Once applied, an automatic email should be sent to them stating that they’re application has been successful and what the next steps are.
Pre-screen (Your consultants screen them and either approve or discard) – If the candidate is good quality, get on the phone to them and find out more. Once qualified, let them know that they are being put forward for the role and what the next steps are. If the candidate isn’t good enough, let them know that they haven’t been successful and why and if you are going to keep hold of their data for future use.
Interview stages – Always keep the candidate informed, even if you have nothing to tell them. Catch up with them after the interview to find out how it went and offer advice if they feel it didn’t go well. Before interviews, give candidates links to interview tips and techniques.
Place (Place the candidate into role) – When a candidate has been successful, let them know instantly and give them praise. The chances are that the next time they are looking for a role, they’ll come back to you.
Communication and tracking are the most important parts of any recruitment process, whether it’s Perm, temp or contract. By using the methods above, you can save time and money for your business as well as improving the whole experience for the candidate. Work smarter not harder.
WR Squared have been helping businesses grow their candidate databases for over 4 years and have a wealth of knowledge in recruitment marketing. Get in touch with us to find out how we can help your business.