In a competitive hiring market, employers need to deepen relationships with talent in order to attract and hire the best. Recruiters require a solution to better manage their relationships, and so the Recruitment CRM emerged.
A CRM, or candidate relationship management system, preserves your relationships with candidates over time in one central place. With a Recruitment CRM, a recruiter can quickly search their entire talent database, and see the complete history of each and every candidate their company has been in touch with. A recruiter can then leverage the in-depth historical picture of a candidate to communicate on a deeper level.
On a larger scale, the CRM is a way to strategize around the top of the funnel. Unlike traditional Applicant Tracking Systems (ATS), which were built to track inbound applicants, the Recruitment CRM helps companies attract candidates from all origins and at each and every stage of the candidate journey. It is especially valuable in sourcing efforts, allowing talent acquisition teams to track all marketing outreach actions and pull reports to prove the value of sourcing.
Many resourceful talent acquisition teams combat the limited scope of their ATS by using spreadsheets or purchasing additional tools to track history with talent. However, now that a CRM with recruiting-specific functionality is here, those workarounds are no longer the most efficient option. It’s time to adapt and we’ve pinpointed 4 key indicators to show that you’re ready for a Recruitment CRM.
4 Signs it’s Time for a Recruitment CRM
Sign #1: You have 5 profiles for the same person
Many situations can result in duplicate profiles within an ATS and it’s because the systems’ design restricts visibility. An ATS is limiting because everything is managed from a requisition point of view, forcing recruiters to focus solely on the requisitions they work on and not collaborate around the entire talent pool or around each candidate’s unique journey to your company.
A CRM expands a recruiter’s perspective by leveraging a candidate-centric approach to recruiting, so that regardless of requisition, when actions are made by the candidate, they are tracked and visible to recruiting teams. Every action taken in a CRM tracks back to the person’s one and only existing profile. The candidate profile always reflects if a candidate is being considered in a separate requisition or contacted by different recruiters. A CRM still allows a recruiter to narrow in by requisition, but overall it facilitates a team-oriented and collaborative approach to recruiting.
Situations that can result in duplicate profiles in an ATS, but not within a CRM:
A recruiter sources a candidate that already exists in the system
An employee refers a candidate that already exists in the system
A past applicant re-applies
An applicant applies to two separate jobs at the same time
When the team sources the same person for two separate positions
Sign #2: You’re tracking sourced candidates on spreadsheets
Similar to the sign above, ATS’ were built to manage the candidate once they applied, not before. Therefore, most aren’t able to efficiently track the source of an applicant, or break out efficiently inbound versus outbound efforts to recruit strong candidates.
A genuine CRM tracks communication no matter what stage the talent is at in the pre-hire process. Through daily email syncs, LinkedIn Inmail integration, and appropriate source tagging, a CRM displays past sourcing context clearly for the entire team. Tracking interactions before the talent applies (ie. proactive outreach) is important for knowing who on the team has reached out, what responses candidates have received, and attributes credit to the true source of hire.
Sourcing questions that a Recruitment CRM can answer:
Which sources (or channels) lead to the best hires?
Did a sourcer or agency first engage with the candidate?
Was this candidate referred?
Which email templates work best?
Is timing an issue and can I set a reminder to follow up later when the role might be a fit?
A Recruiting CRM enables your team to work more efficiently, recommends talent right for the roles and reminds you when a better time might be to reach out. It’s the beauty of marketing automation brought to the world of recruiting.
Sign #3: Your ATS is a candidate graveyard instead of a goldmine to source from
Traditional ATS’ bury data when closing a requisition, forcing many diligent recruiting teams to track silver-medalist candidates on spreadsheets. And data from Lever’s Science of Sourcing eBook shows that 1 in 152 total inbound applicants gets hired. Whereas, 1 in 72 sourced candidates gets hired. Sourcing can help make you much more efficient in 2019.
The purpose of a CRM is to neatly organize and keep all data, including past candidates. When a new job opens, instead of immediately sourcing again, considering silver-medalists is a great place to start and tap into your existing talent pool. Even further, an advanced CRM recommends candidates that match a newly opened role.
How to nurture a silver-medalist with a CRM:
Archive the candidate in a separate bucket
Set a “snooze” or reminder for when to reach out at a later date
Use intelligent recommendations to surface past candidates when a new job posting fits their skillset
Place past candidates in an email nurture or LinkedIn reengagement cadence
Sign #4: You spend too much time toggling between, and paying for, separate platforms
When bits and pieces of a candidate’s pre-hire history are stored in different platforms, it can be time-consuming to capture the full picture. The need to toggle through interfaces to get the context around a candidate is a clear sign that data is not flowing between platforms and your talent reports will pay the price. A genuine Recruitment CRM tracks everything in the pre-hire process, and should be the only platform you have to search in—and pay for!
The right recruitment platform can enable a company to focus sourcing resources better and rely more on an internal recruiting team as opposed to expensive agencies. In some cases, companies have reduced agency fees by over $1M by adopting a robust Recruitment CRM!
A Recruitment CRM should track everything and have the added recruiting functionality to complete tasks associated with each stage in one single platform:
Final Thoughts: Are you ready for a recruitment CRM?
Credit goes to those that push past these pains in order to build strong relationship with talent, but now it doesn’t need to be so difficult! With the Recruiting CRM + ATS functionality working together, talent acquisition teams have a platform that is actually designed to help them efficiently deepen relationships with talent and track value all along the way.
We hope this checklist helps you evaluate your company’s readiness for a Recruitment CRM. Once a Recruitment CRM is brought on board, you’ll find your talent acquisition team able to wear a marketing hat, think strategically about sourcing, and prove to upper management the team’s value in scaling growth at your company.