66% of candidates are inclined to accept a job offer from a company with which they have established a relationship, even if the offer is lower than that of a competitor.

But how do you build that relationship?

With the internalization of recruitment activities, new tools are being developed, among them the TRM (talent relationship manager)

‍

What is a TRM? 

A TRM is : 

• A database of all your talents
• Modules to communicate and maintain the link with your talents

The TRM allows you to build a common, centralized and structured talent database. It becomes a corporate asset.  This is enhanced by its management of candidate and employee data, automation of recruitment processes and recommendations on talent acquisition and development.

It manages your internal and external talent. Internal by working on employee retention and external by connecting with talent that has shown interest in your company and/or applied. You can even track down qualified talent who were not retained in the company. With a TRM, never lose sight of your talent - create a community. 

‍

Not to be confused with an ATS

The TRM is not an ATS but rather its complementary tool that will allow you to fully exploit its potential. Unlike an ATS, which is focused on recruiting, the TRM is more candidate-centric, prioritizing communication with the candidate throughout the hiring cycle and beyond, which is critical to developing and retaining top talent.

‍

The Benefits

The TRM manages and organizes your talent base. But how is that helpful?

‍

Cost-effective sourcing

98% of qualified talent sourced goes to waste. Why? Because they are not registered in your talent database. With a TRM, you'll have access to all candidates who have had contact with your company: whether it's a sourced profile, an email exchange, a past interview or a hire. You can continue to maintain a relationship with that talent until you find the right offer. No lost work. 

For example, you can send a newsletter to sourced talent. You can share the content of various projects conducted by your company's teams. You will be able to follow which profiles are interested in which areas of your company and propose an offer related to it afterwards.  

‍

Talent Nurturing 

52% of candidates consider the lack of communication from recruiters to be their biggest frustration during their job search. With a TRM, you can automate personalized messages to your talent base and current employees. This regular contact with your communities will allow you to create preference for your employer brand and attract highly coveted profiles.

‍

Internal Mobility

The average turnover rate in most industries is 19%. The main reason employees leave is because they no longer feel challenged - they need to grow in their role. Through the use of a TRM, you can collect data on your current employees and understand what positions they might be interested in. Instead of seeking elsewhere for new talent and reinvesting in a campaign, you can find it more quickly within your company. This reduces your costs and turnover rate and improves retention. 

For example, you can retrieve such data through your employee newsletter. Consider including projects from different teams and you can track which employees are most interested in other teams' projects. Perhaps this interest could be explored by offering them opportunities in that team. This will prevent them from leaving the company to do the same job elsewhere. 

‍

The TRM - your next strategic tool

More and more recruiters are realizing the value of tech in recruiting. With these technologies, you can fully leverage the work and data collected by your teams to improve the candidate and employee experience. With a TRM, you can store a larger talent base and better nurture and engage them.

‍

Reduce your time to hire, reach qualified candidates and enrich your pipeline with qualified talent. If these are your goals,  contact us and we'll help you build and engage talent communities thanks to our TRM.

‍