Excel in Candidate Relationship Management

A company’s communications and interactions with prospective candidates are what we, in the staffing industry, like to call candidate relationship management. Candidate relationship management (CRM) varies between employers.

Some employers might have a Human Resources team that handles all recruitment processes and communications with candidates. On the other hand, larger companies or a tech recruiting agency will opt for a CRM software. CRM software will help the company organize and automate communications between the company and candidates. The Hiring Site said it best when it explained CRM as “a concierge-like service to candidates in your ATS.”

Candidate relationship management systems can be tailored to fit an organization’s approach. With a deep understanding and strategies set in place, set your company up to thrive and excel in candidate relationship management.

The Importance of Candidate Relationship Management

“Systems can be tailored to fit an organization’s goals.”

How beneficial is a CRM framework? Recruiters’ days are full as it is, screening and interviewing candidates, alongside other responsibilities. Is it worth the investment in time and money to maintain consistent contact with potential candidates? The answer is yes. And here’s why:

1. Build a Talent Pool

Building up a solid talent pool is the key to great recruitment. Having a pool of candidates to swim through when a new position comes up moves along the process more efficiently. Staying in touch with these candidates is just as important. Candidates will likely have more interest in your company if you’re keeping them up-to-date, especially on new positions. UX recruiters or creative staffing firms work to build these large talent pools and are able to contact these professionals at the drop of a hat.

2. Reduce Time to Hire

As a result of a large talent pool, you reduce your time to hire. Recruiting for a new position will be much easier with a solid candidate relationship management system to build a strong talent pipeline. Instead of spending a large chunk of time scouting out brand new talent, you can pluck qualified candidates from you pool.

3. Decrease Risk of a Bad Hire

Given that your talent pool will be filled with only the most high-caliber candidates, your next hire will be of quality and a perfect fit. CRM software will allow you to better organization your candidates, making it easier to find niche candidates for specific roles. With a comprehensive CRM system in place, you slash your organization’s risk of a bad hire.

On the hunt for marketing or creative technology talent? Ensure you are reaping the benefits of a candidate relationship management system (especially one through three above) in your candidate search. Enlist Profiles and its talent acquisition strategies to fuel your team with the best talent possible.

4. Build Employer Brand and Reputation

A company that takes the time to maintain contact with candidates is far more favored by job seekers. Solid candidate communications will only work in your favor and enhance your employer brand. Through candidate communications, your company demonstrates the best interest for its interested job seekers.

Strategies for Successful Candidate Relationship Management

Each organization’s candidate relationship management strategy will differ, contingent on the size of the company and resources available. There are, however, several ways to optimize any CRM framework – big or small.

1. Keep Candidates Informed

The first step for successful candidate relationship management is keeping all candidates up-to-date – for both open positions and the status of any applications. Use these instances as  touch points to keep up communications and the candidate relationship. Most of the time candidate frustration stems from lack of communications from Hiring Managers and Recruiters.

2. Provide Critical Feedback

Most candidates appreciate honesty above all else, and feedback is so important within a job search. Candidates need to know what they are doing right, just as much as the wrong. Don’t leave candidates hanging. Provide timely and detailed feedback, especially to your unsuccessful candidates. Any negative feedback must be balanced with something positive. Stress to candidates that although they were unsuccessful on that particular occasion, you would still like to keep them in mind for future positions and maintain.

3. Be Consultative

Be a consultant. Yes, help candidates find jobs, but tap into their goals and ambitions to find the best fit. Share developments within their industry. Be your candidate’s thought leader and top resource. Candidates will appreciate the personal touch and you will learn more about the individual.

Contact Profiles, the Leader in Creative Staffing

Candidate relationship management. It’s what we do. We are our candidates’ advocates. But also, Profiles works diligently with its clients to truly understand the business and culture. By doing so, we understand not only the position, but the perfect fit. Contact Profiles to start your marketing and creative technology candidate search.

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