snowstormIf you are in the Northeast like me, you are more than likely getting pelted by what is another winter storm.  But you are probably not surprised.  It’s winter and you’ve done what you need to in order to prepare for the occasional snow storms that happen at this time of year.  You have your shovels and rock salt, are wearing your warm jacket and gloves and have your snow tires on your car.  You knew this was a possibility when you decided to live here and you made sure that it didn’t ruin your day when the inevitable became reality.

Recruitment professionals employ a similar preparation and many understand the need to have foresight in their processes and strategy.  There are a number of areas that can be improved to ensure you are fully prepared so opportunities are not lost in your recruitment activities.

Here are a few instances where preparation in your process and strategy can help improve overall results.

Drop-Off: Candidates drop off in your apply process all the time, the problem in most organizations is that they are not accurately recording who and what percentage of candidates drop off.  These drop-off candidates represent a lost opportunity as they could be great qualified candidates that can be great fits for current and future jobs.

In preparing for this candidate situation, there are a few things you can do.  One of the best ways is to add a simple opt-in Talent Network form to your apply process.  This form will ask for simple contact business card information from the candidate that will give you an opportunity to connect with them if they don’t finish the application process.  Think of it as a customer service rep taking your phone number in case your phone connection is lost.

With these contacts, you want even want to set up an automatic trigger campaign for folks that filled out the form but didn’t apply within a day.  This email can thank them for providing their info and provide them a link to finish applying for the job.  From organizations I’ve talked to this has led to a decent increase in overall applicant flow.

Accurate Metrics:  Recruiting decisions on where to post and what activities to spend time on need to be based on some sort of metrics.  However, these metrics are worthless unless they are accurate.  It’s important to go through your process and make sure you are capturing accurate recruitment metrics to make better decisions.

I’d first start with making sure the right ATS source codes are being passed into the ATS from the recruitment sources you use.  Second, I’d verify the right sources are being recorded when candidates enter your Career Site and navigate to other pages.  The source that passed the candidate should but in many cases doesn’t receive credit for finished applications in many processes today.

Skills Based Talent Network: You are finding and capturing candidates across all of your sourcing and recruitment campaigns that can be good fits for future job positions.  It makes sense to organize these contacts based on skills that match frequently filled positions in your organization.  As you continuously put candidates in these skill pipelines, it’s important to engage them with messaging and communications that are targeting to them and their interests.  In this way, you are keeping them warm for when the next good opportunity fit at your company becomes available.

If you are able to build these with the right candidates this should be a continually great source of candidates for all future campaigns.

For a recruitment strategy to be successful you need to think both short and long term about how you find candidates that would be fits at your organization.  The key is understanding that your short term campaigns can be used both to fill current positions and as a way to capture candidates that could be potential future fits for your organization.

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