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Linked Recruiting: Entice and Convert Extra Candidates



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

In keeping 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 information makes it clear: staffing companies have to ship the proper message, on the proper time, at each step of the journey.

That is the place Linked Recruiting is available in.

To speak about how companies can entice extra candidates with the Linked 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 International Assets within the first of 4 webinars on Linked Recruiting, that includes tales and experiences from Bullhorn clients, Market companions, and business consultants.

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

What are the core parts of Linked Recruiting?

Linked Recruiting is a method that empowers staffing companies to have interaction expertise at each stage of the expertise lifecycle, constructed based mostly on conversations with these within the business in search of finest practices to unlock the advantages of their expertise stack. Bullhorn developed this framework to assist clients change how they consider attracting, partaking, onboarding, and nurturing expertise. 

Linked Recruiting is all about combining expertise, your crew, and finest practices from the business to have all these phases working collectively. The objective is to have every stage move seamlessly into the subsequent 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 instantly 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 ads?
  • How is your crew at present measuring the success of job boards?
  • How are you at present 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 along 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 might be performed to extend curiosity in roles?

Utilizing your database is important in rising candidate curiosity, stated Langley. NextGen has discovered success by means of creating focused campaigns round job-specific ability units. Looking for candidates inside their very own database after which sending them focused job data 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 vital; if one marketing campaign doesn’t work, it’s vital to be taught why and regulate for the longer term.

How can knowledge and content material assist entice candidates?

“Focusing on the viewers at any degree is one of the best ways to deal with getting the most effective conversion,” stated Copeland. It’s one factor to draw customers to your web site, however changing candidates is dependent upon displaying them the suitable data 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 obtained to be considering, ‘How related is the way in which that I broadcast, and what I broadcast, to the expertise I’m searching for?’” 

In terms of attracting candidates, it’s additionally useful to not ask for one thing instantly however fairly to construct a relationship by offering one thing of worth, like content material. This could finally assist enhance conversion charges. 

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

How can businesses convert candidates?

“Folks are inclined to view conversion as one factor,” Copeland stated. They strictly have 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 attempting to work them into the funnel within the first place, by, for instance, capturing emails by means of gated content material. If a person isn’t prepared to use to a job instantly, at the least you could have their data and might proceed to achieve out, so that they know the place to go when they’re prepared.

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

Copeland highlighted the excessive conversion charges of assorted organizations main the gig economic system, and replicated their easy course of – which simply requires a person to submit their electronic mail tackle, first identify, and final identify – for a lot of purchasers utilizing Bullhorn Automation. With simply this data, Staffing Future can remind these customers to fill out an utility, ship them related data, 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 are particular to ability units, in addition to to recruiters,” stated Langley. They direct candidate engagement alerts to not your entire firm, however to pick recruiters working inside that candidate’s particular skillset. It’s then as much as the recruiters to take motion rapidly: “In in the present day’s market, the velocity to reply to candidates is massively vital,” Langley added. 

Automation can even assist to verify in with candidates that haven’t engaged shortly to drag them again into the recruitment lifecycle. Focused check-in surveys, reminders, follow-ups – all of those might 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 strains, reaching out to candidates that hadn’t engaged within the final 15 days, and noticed an 82% open charge, acquired 154 resumes, and had 250 candidates replace their data. “Automation must be a part of a recruiter’s toolkit to get the job performed,” 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 person. “A person may land on our web site, nevertheless it won’t be the suitable time for that message. How can we handle that?” requested Copeland. 

He elaborated that understanding the person is essential to tailoring the message and guaranteeing 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 person’s wants. Added Copeland, “It’s that degree of sophistication that I feel the business is transferring in direction of, and we already see it in different walks of life.”

Wish to be taught extra concerning the subsequent steps of Linked Recruiting? Be part of the remaining episodes of our webinar sequence, and dive into the complete technique right here.




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