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Related Recruiting: Appeal to and Convert Extra Candidates


Within the midst of in the present day’s unprecedented staffing scarcity, it’s by no means been extra essential for staffing companies to create a persistently engaged expertise pool – however on the identical time, it’s by no means been tougher to draw and convert new candidates. 

In line with analysis from our GRID Expertise Survey, 90% of candidates wished the method of discovering a job was simpler, 50% gave up on a job as a result of the method took too lengthy, and 93% stated it was simpler to work with on-line staffing packages. 

The info makes it clear: staffing companies must ship the proper message, on the proper time, at each step of the journey.

That is the place Related Recruiting is available in.

To speak about how companies can entice extra candidates with the Related Recruiting technique, Bullhorn’s Billy Davis, Product Supervisor, Automation & AI sat down with Jack Copeland, Co-founder & CEO, Staffing Future, and Jonathan Langley, Govt VP, NextGen World Assets within the first of 4 webinars on Related Recruiting, that includes tales and experiences from Bullhorn prospects, Market companions, and trade specialists.

Learn our recap under, or watch the recording right here.

What are the core parts of Related Recruiting?

Related Recruiting is a method that empowers staffing companies to have interaction expertise at each stage of the expertise lifecycle, constructed primarily based on conversations with these within the trade on the lookout for finest practices to unlock the advantages of their know-how stack. Bullhorn developed this framework to assist prospects change how they consider attracting, partaking, onboarding, and nurturing expertise. 

Related Recruiting is all about combining know-how, your crew, and finest practices from the trade to have all these phases working collectively. The aim is to have every stage stream seamlessly into the following to create one steady expertise pipeline.

What’s the entice section?

Attracting candidates is the primary section of the expertise lifecycle; it’s all about pulling expertise in by means of completely different channels and following up immediately to make sure they don’t slip by means of the cracks.

Within the entice section, there are a number of key issues:

  • How do you entice folks to your web site? To your job commercials?
  • How is your crew presently measuring the success of job boards?
  • How are you presently taking motion on and speaking with expertise from job boards?
  • Are you able to automate any of your preliminary interactions with job board candidates?

Mastering this section means getting extra out of your job board spend, doing extra with much less, and enhancing your candidate expertise from the beginning.

What are some methods to draw candidates?

Attracting candidates begins together with your job board and your web site, stated Copeland, and inside these two interfaces are completely different types of visitors:

  • Natural visitors, together with Google, Bing, and Certainly natural visitors, in addition to natural aggregator visitors.
  • Paid visitors, like programmatic paid spend from conventional strategies like Certainly or ZipRecruiter.
  • Direct paid spend from social sources. 

Companies can even look to draw candidates by means of coordinated social media and electronic mail campaigns.

What will be carried out to extend curiosity in roles?

Utilizing your database is crucial in rising candidate curiosity, stated Langley. NextGen has discovered success by means of creating focused campaigns round job-specific talent units. Looking for candidates inside their very own database after which sending them focused job info has supplied nice returns, together with click on charges of as much as 60%.

Persistence can also be essential, Langley stated: “This isn’t a one-and-done. It’s a real marketing campaign.” Adjusting your messaging can also be essential; if one marketing campaign doesn’t work, it’s essential to be taught why and modify for the long run.

How can knowledge and content material assist entice candidates?

“Focusing on the viewers at any stage is one of the best ways to concentrate on getting one of the best conversion,” stated Copeland. It’s one factor to draw customers to your web site, however changing candidates relies on displaying them the correct info on the proper time. 

“No matter you’re doing for any of those completely different parts, whether or not it’s emails out of your database, whether or not it’s social, whether or not it’s paid – you’ve all the time received to be pondering, ‘How related is the way in which that I broadcast, and what I broadcast, to the expertise I’m looking for?’” 

On the subject of attracting candidates, it’s additionally useful to not ask for one thing immediately however somewhat to construct a relationship by offering one thing of worth, like content material. This will finally assist enhance conversion charges. 

Langley’s recruiters interact with candidates by sharing content material on LinkedIn and Fb that isn’t strictly about jobs. Stated Langley, “In the event you’re solely broadcasting positions, then that’s all you do.” As an alternative, Langley’s crew appears to be like to draw candidates by sharing details about particular segments and skillsets and utilizing this thought management to construct a neighborhood. That is notably useful for smaller companies, added Copeland, who’ve the benefit of being extra dynamic in producing content material.

How can companies convert candidates?

“Individuals are inclined to view conversion as one factor,” Copeland stated. They strictly take a look at leads, he stated, with out acknowledging that the entice section is ongoing. Attracting candidates consists of partaking with web site customers and making an attempt to work them into the funnel within the first place, by, for instance, capturing emails by means of gated content material. If a consumer isn’t prepared to use to a job instantly, at the very least you will have their info and might proceed to succeed in out, in order that they know the place to go when they’re prepared.

Simple utility processes are additionally essential. Suppose your utility course of is fast and user-friendly. In that case, you’re extra more likely to have a better utility conversion fee, added Copeland, however the extra convoluted your course of is, the upper the possibility is for conversion charges to drop off. 

Copeland highlighted the excessive conversion charges of varied organizations main the gig financial system, and replicated their easy course of – which simply requires a consumer to submit their electronic mail tackle, first title, and final title – for a lot of purchasers utilizing Bullhorn Automation. With simply this info, Staffing Future can remind these customers to fill out an utility, ship them related info, and proceed to nurture their expertise pool.

What function does Bullhorn Automation play?

“One of many methods we capitalize on automation is by constructing campaigns which might be particular to talent units, in addition to to recruiters,” stated Langley. They direct candidate engagement alerts to not the complete firm, however to pick out recruiters working inside that candidate’s particular skillset. It’s then as much as the recruiters to take motion shortly: “In in the present day’s market, the pace to reply to candidates is massively essential,” Langley added. 

Automation can even assist to examine in with candidates that haven’t engaged shortly to tug them again into the recruitment lifecycle. Focused check-in surveys, reminders, follow-ups – all of those will be automated to make sure that candidates are nonetheless within the loop if conversion doesn’t occur on the primary try. 

NextGen ran a marketing campaign alongside these traces, reaching out to candidates that hadn’t engaged within the final 15 days, and noticed an 82% open fee, acquired 154 resumes, and had 250 candidates replace their info. “Automation must be a part of a recruiter’s toolkit to get the job carried out,” stated Langley.

What’s subsequent for attracting candidates?

The way forward for the entice stage – and for staffing web sites specifically – will probably be making the method much more personalised and exact to the consumer. “A consumer would possibly land on our web site, but it surely may not be the correct time for that message. How will we handle that?” requested Copeland. 

He elaborated that understanding the consumer is vital to tailoring the message and making certain it reaches them on the proper time. Utilizing methodologies like cookies and search histories, companies can be taught if customers are lively or passive job seekers, new or returning customers, and even potential purchasers. Data, like open jobs or new blogs, can then be tailor-made to that exact consumer’s wants. Added Copeland, “It’s that stage of sophistication that I believe the trade is transferring in the direction of, and we already see it in different walks of life.”

Need to be taught extra concerning the subsequent steps of Related Recruiting? Be part of the remaining episodes of our webinar collection, and dive into the total technique right here.

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