The most successful recruitment agencies don’t just focus on increasing their headcount and targeting more and more candidates, but on activating the ones that are already sitting in their database. The right approach to candidate sourcing can not only make your job indefinitely easier but, most importantly, increase your revenue per recruiter by as much as 37% and reduce your operational costs in the process.

With engaged candidates within your database, you can optimise your spending on external marketing resources, increase recruiters’ efficiency, and place candidates faster, speeding up the entire recruitment process.

Automate Your Communications  - The Right Way

Did you know that 60% of applicants experience recruiters never letting them know the results after an interview? And they are 4 times more likely to consider a company in the future if they had received constructive feedback. Communication is key in keeping your candidates engaged with your agency and excited about the new roles you’ve got for them –but simply sending out generic updates to everyone in your database won’t do the trick.

Your candidates need to feel like they can trust you to know them and have their best interest at heart – and personalisation is the first step to build that trust. If they receive personalised new role recommendations, tips, and tricks for job hunting, and updates about their recruitment process, they will feel not only well cared for, but like you actually want to help them find a perfect job.

This doesn’t mean you have to draft hundreds of emails –with the right CRM automation tools, you’ll be able to improve your efficiency without sacrificing the personal effect.

Make sure you’re using talent pools segmented by experience, role expectations, salary expectations, location, and more when connecting with your candidates in bulk. Targeted mail shots or bulk emails and SMS to specific lists will take you only a few clicks, and the candidates will get exactly what is of interest to them – no more.

Allow Candidates to Manage Their Preferences

Another step to making the candidate feel taken care of and heard is to only contact them when you have roles on or tips to share that are of interest to their specific job situation. This means that you need to know what your candidates want – and although it might sound like a logistical nightmare of every recruiter, it doesn’t have to be. If you integrate your website with your CRM, your candidates are able to do most of that work themselves.

Let your candidates register for jobs and set up their own profiles with job preferences, so all that’s left to do for you is send out relevant job matches based on the information candidates provided for you. It’s not only easier for you but also gives the candidates a sense of control over their own destiny.

Create a Timeline  - and Stick to It

There’s nothing more annoying than a lengthy and unclear recruitment process – and 38% of job seekers will spend a maximum of 30 minutes filling a job application. Make sure the application only includes the necessary information you need from a candidate and that it doesn’t then take you months to get back to them – if at all.

We know that timelines often depend on clients, so the best way around it is to update your candidate every chance you get. After you’ve received their CV, send a confirmation. When you’ve sent the CV to a client, make sure they know that, too. If you have a timeline for clients reviewing CVs, let your candidates know.

The best part of that is that it shouldn’t take hours of your time to update each candidate – with the right automation tools, you can simply set up workflows within your CRM to send the information out for you.

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