The candidate scarcity was the primary impediment recruiters needed to overcome in 2021 and this yr isn’t any completely different. Because the candidate-driven market stretches on, the demand for expertise stays excessive, making this a vastly worthwhile time – however provided that you have received candidates to fill your purchasers’ roles!
To fight the scarcity, 54% of companies surveyed mentioned they intend to reengage passive candidates from their present database this yr.
That is one thing that Firefish love to listen to, as whereas some recruiters are caught pondering their CRM is only a place full of information, each good CRM is effervescent with potential placements – you simply have to seek out them and put within the work! Right here’s the way to determine these promising passive candidates in 5 easy steps…
Step 1: Cleanse your database
Hanging onto useless candidate knowledge is admittedly counterproductive however how usually do you’re taking time to cleanse your database?
If you happen to’re set on reengaging your community of candidates, the very last thing you want is to waste effort and time making an attempt to reengage useless knowledge – it’s going to by no means carry you a return to your efforts and can solely get in the best way!
Cleaning your knowledge will guarantee your CRM is updated, making it even simpler to determine probably the most promising passive candidates.
Cleanse your database of candidates who’re:
- Totally unengaged
- Duplicated data
- Not related
Clearing out the entire above utilizing bulk archive/delete performance, will routinely take away useless knowledge from all of your searches, Expertise Swimming pools, potential matches and extra.
Step 2: Determine the alternatives in your candidate base
Now you’ve eliminated any time-wasting knowledge, you may determine who your promising passive candidates are.
The Firefish candidate monitoring system makes this tremendous easy because it tracks the best way candidates interact (or don’t!) along with your automated job alerts.
Utilizing a colour-coded system, it differentiates your candidates by engagement indicators. This makes it simple to see precisely which candidates are partaking along with your job alerts and that are colder and can want extra convincing.
Right here’s how this seems for Firefish Skilled and Enterprise customers…
It’s clear to see from this instance that there are a number of promising candidates (inexperienced and orange) and a few which are a lot colder and can take extra work (blue and pink).
Step 3: Tailor your strategy
Whenever you’re making an attempt to heat up and reengage passive candidates, it is by no means going to be a case of ‘one message suits all’. Your job is to encourage candidates to be open to shifting roles. To achieve success at this, you should tailor your outreach to every exercise degree:
- Inexperienced– Essentially the most promising candidates in your database, they’ve began an software kind or two however by no means submitted it. They’re prone to be open to conversations about shifting roles and with a lot data on this candidate coming via your monitoring system you’ve the whole lot you should make a heat name. Decide up the cellphone and reignite that connection.
- Orange– These candidates are actively clicking via to your web site and studying job advertisements, however nothing extra. They’re rapidly changing into extra passive. Decide up the cellphone, or attain out through electronic mail and check-in. Whereas these jobs aren’t working for them, taking time to get to know precisely what this type of candidate needs is essential to re-engaging them.
- Blue – These candidates learn job alerts however by no means click on – are your alerts related to their present state of affairs? How’s your candidate’s journey fairing? With work, they will be reengaged however proper now they aren’t the massive winners in your database.
- Purple– The job alerts land of their inboxes, however by no means get opened. These candidates are closely unengaged and can take a variety of re-engagement.
Any good CRM tracks and identifies passive candidates for you, saving you admin time and serving to you narrow via the noise so you may give attention to probably the most promising candidates in your database.
From there, comply with the cash and put within the work to construct relationships that rework your passive candidates into ones which are excited in regards to the jobs you’ve on.
By treating every section (or fish!) in another way, you may get to know their circumstances and motivations. That manner, you will have extra collateral to go off every time you attain out. It is all about making connections and constructing relationships with these candidates.
Step 4: Schedule in your follow-ups
On the subject of partaking, or re-engaging candidates, consistency is vital! After you’ve made preliminary contact don’t drop the ball. Firefish means that you can arrange follow-up dates that pull into your recruiter dashboard, so that you’ll by no means miss a beat.
Step 5: Preserve nurturing the connection
The toughest half is over, you’ve re-engaged some candidates, now it’s time to nurture them by partaking with them again and again.
Preserve the momentum going by sharing useful intel that proves to them you’re the recruiter who might help them discover their subsequent position. If you happen to’ve put any effort into establishing your self as a recruiter value understanding with a robust private model, you’ll actually shine via at this stage.
Able to flip in your candidate engagement engine and make 25% extra placements? Guide a Demo.