If a person walks in your store and shows interest in your products or services, what do you do? Do you note down their contact, regularly reach out to them and strive to convert them into a client? Or do you just have a quick chat with them and let them walk out? 

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When it comes to sales, most companies generally choose option A: they create a community of informed clients and convert. But when it comes to recruitment, most companies choose option B: they let the candidate show interest in their company and then let them walk out - no notes taken, no exchanges, no community making… A wasted opportunity for conversion. 

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You must be thinking, the candidate wasn’t a good fit for the job, that’s why we let him/her walk away. But do you believe that none of them can be a good fit for all offers you have or may have? Or are you simply missing out on the opportunity to have a qualified and interested candidate for a future offer? 

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If you treat your candidates like your clients, regularly reaching out to them and informing them on a variety of your projects, you benefit from 2 essential recruitment assets:

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1. A community of nurtured talents: a set of handpicked qualified candidates interested in your company and potentially job offers. 
2. Data on the professional interests of your talents: information guiding you on what kind of jobs the members of your community are interested in and how to approach them. A little bit of marketing 

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A community of nurtured talents

69% of candidates are more likely to apply to a job if the employer actively manages their employer brand (Glassdoor, 2021).

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Newsletters and socials are used for promoting products or services and have proven efficient conversion yet very few companies adopt those channels for their employer brand. 

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Regularly keeping in touch with talents through a newsletter, social media, text messages and so on is key in building a talent base that can convert. This allows yourself to keep a trace of potential candidates but also the talent to keep a trace of potential recruiters. It’s like building a friendship, as you regularly exchange with them they will be more likely to trust you.

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This can be fully leveraged by keeping in touch with all individuals that have once shown interest in your company: one that filled out a form on your website, one that applied to a job offer or one that has been sourced by a recruiter. 

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Treating your candidates like clients ensures that you preserve and nurture all potential candidates. During peak recruitment seasons, all your competitors will be starting from zero whilst you will have a set of qualified and interested candidates ready to apply to your job offers. Reduce your time to hire and costs now!

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Data on the professional interests of your talents

86% of recruiters believe recruitment is increasingly becoming marketing (Glassdoor, 2021).

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Companies tailor their products and services to the clients based on the data retrieved from them - this ensures that it responds to their expectations.

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Why don’t recruiters tailor their approach to talents based on data they can collect too, ensuring they respond efficiently to talent expectations? 

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For example, take the newsletter you send to your talent community. Which email had the highest open rate? Which project did talents most click on? Which talent is the most engaged? Such data can indicate to you which talent is the most interested in your company and for what kind of offer. These are examples of essential data that can help you in recruitment decision-making. 

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To conclude…

In business, as competition grew, companies adopted differentiating marketing strategies, no longer based on the product/service but on the client. Similarly, in recruitment, as the war for talent grows, it is time to adopt differentiating recruitment strategies, no longer based on the job but on the talent. 

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Treating talent like you treat a client will allow you to have a nurtured, interested talent base you know. Immediately know who to contact for which job and no longer spend hours reaching out to individuals who you don't know and who don’t know you or even your company. 

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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.

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Sources

Glassdoor (June 11, 2021). 40+ Stats For Companies to Keep In Mind for 2021. US | Glassdoor for Employers. https://www.glassdoor.com/employers/resources/hr-and-recruiting-stats/

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