Talent Relationship Management, Explained: A Guide for Recruiters
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Some talent acquisition teams have 100 job candidates in their talent pool. Others have 100,000. Regardless of the size of your TA org’s talent pool, you need to nurture your prospects through your funnel intelligently.
Doing so is now the best way to entice top talent to enter the interview process and learn more about job openings you’re collectively assigned to fill.
By “intelligently,” we mean engaging leads in a seamless, persuasive, automated, data-driven way that helps you provide positive experiences to potential candidates and convert top talent into new hires in a scalable, repeatable manner.
With rules-based email nurture automation — something the talent community continues to embrace — you can better convert candidates in your (hopefully) high-quality talent pool and fill urgent headcount needs across your business with (hopefully) long-term employees.
How leading talent teams engage and convert candidates in their talent pool through nurturing
As our eBook on automated candidate nurturing explains, the best TA orgs don’t just focus on building a talent pool that features numerous qualified passive prospects.
These teams also spend time to set up and optimize nurture campaigns.
Doing so is now the most proven way they can engage qualified prospects (i.e., those with seemingly strong skill sets and expertise levels for specific open roles) in a timely, personalized fashion and, in turn, enhance their recruiting strategies’ effectiveness.
Here’s how Lever customers use our TA suite to not just construct an effective talent pool that features many skilled and experienced professionals, but also to connect with and convert those candidates and strengthen internal collaboration, communication, and productivity.
Nurture campaigns set up for different talent pool “segments”
Lever Nurture enables recruiters to build custom campaigns tailored to a given individual or groups of candidates that trigger emails based on a pre-defined schedule.
For instance, “cold” leads — potential candidates who haven’t engaged with a nurture email or text in several weeks or perhaps months — can be added to a re-engagement campaign meant to stay top of mind with them and, in time, see if they’d be willing to want to learn about a new job opening.
LeverTRM users also set up role-specific campaigns with more urgent and overt promotional messaging tied to open positions for “warm” leads they’ve recently sourced.
Manual follow-up at later stages of the recruiting process (e.g., when you are scheduling interviews at each stage of your unique interview cycle) will always be required.
But, “exploratory,” automated talent nurturing is what can help you distinguish intrigued and qualified prospects from those who aren’t ideal fits (e.g., those who won’t help fill skills gaps or only want to be contingent workers) and are simply worth “archiving” for the time being.
With nurtures in play, recruiters can review other candidates
While they have dedicated nurtures running on an ongoing basis, recruiters with LeverTRM as their main applicant tracking system and candidate relationship management (CRM) solution can comb over the unified profiles for job candidates: those they source on social media and job boards and “earn” via the application process.
Resumes, cover letters, CVs, and general notes taken during phone screens and initial email outreach with candidates all live in unified candidate profiles within LeverTRM.
Moreover, talent specialists who use our TA suite can assign tags to each prospect in their talent pool. This makes it easy for them rediscover leads down the line.
Recruiters can then add them to either existing candidate nurture campaigns or net-new ones they need to create for newly opened roles they’ve been assigned.
Nurture engagement data provides insights into talent activity
As nurtures continue to run and deliver personalized emails (thanks to “tokens” within LeverTRM that enable emails to auto-fill the specific info for a given prospect), recruiters can evaluate data related to this automated candidate engagement.
Specifically, LeverTRM users can use the built-in email tracking functionality to discern how many leads opened and engaged with (i.e., clicked a link within) certain emails and campaigns as well as which individuals did so.
This engagement can then inform who automatically progresses to the next stage within one’s talent pipeline (e.g., from “Initial Outreach” to “Active Opportunity”) and, therefore, is worth focusing on manually nurturing next.
Talent teams learn how to improve candidates’ experience
Regardless of whether you hire a prospect or not, the personalized touch of your nurture emails to individuals in and segments of your talent pool will increase your odds of delivering a first-class candidate experience.
This enables LeverTRM users to delight new hires and impress passed-on candidates they may want to speak with at a later date for future roles.
This top-tier CX also leads to better employer branding (i.e., positive word-of-mouth and an improved brand reputation, including among job seekers).
An added bonus? You can send candidate surveys at the end of your recruiting cycle to secure prospects’ insights (e.g., what they did and didn’t enjoy about their interview experience, thoughts on the interview panel, etc.).
Download our candidate nurturing eBook to learn how your talent team can start building nurture campaigns that lead to more conversions of qualified candidates.
