Candidate Engagement Automation – How to Boost your Recruiting Outcome

Numerous organizations invest a significant amount of resources in employer branding and personnel marketing measures. Many of them do so without achieving a reasonable outcome. The key lies in engaging the (right) candidates successfully. Between personnel marketing and recruiting, HR professionals juggle with their qualified candidates and lose most of them almost immediately after the first contact. The solution is candidate engagement automation. In the following paragraphs, I will explain this new approach used by highly renowned companies like BMW, KPMG, Bosch, and Accenture. Recruiting success is based on three easy steps:

  1. Identify
  2. Engage
  3. Win

The right candidates can be identified through targeted HR marketing campaigns such as campus recruiting, career fairs, web, and social media. Like this, thousands of new interesting contacts to top talents can be generated. Over 90% of recruitment contacts get lost after a short time in the metaphorical “recruiting black hole” because companies aren’t showing enough initiative. The consequence is the loss of valuable talents which often end up being hired by your competitors. Juggling with qualified candidates To avoid this and to be one step ahead of the competition, Talent Communities are a helpful tool when engaging targeted and qualified candidates.

How can I implement candidate engagement measures?

Invite your talents to your talent community right after the first contact in order to allow them to have unlimited access to a consistent and growing talent pool. This provides you with the opportunity to systematically engage with your top talents. It is important to build a relationship immediately after the first contact by using engagement methods. This can be easily accomplished with a talent community:

  • Welcome Campaign: The talent receives an e-mail including his or her access data and one or rather several welcome and introduction information to the portal. Thereby, he or she perceives this as a form of appreciation and then gets the chance to obtain exclusive internal news and interesting insights to the company. The talent can then decide if the organization is a good fit for them.
  • Candidate Profiling: The talent is invited to complete their profile so they can be provided with relevant job offers. They can also import their existing information from LinkedIn or XING and synchronize it to their profile.
  • Call to Action (CTA): The talent receives tailored information based on their profile, such as job offers, and can apply to them with only one click. Thereupon, the recruiter receives the completed profile information which corresponds to the CV. The talent receives automatic reminders to review their profile information to ensure all information is filled out correctly and up-to-date. The talent also receives target specific event invitations which are only relevant to him or her.
  • Segmentation: The talent can find appropriate job offers that are relevant to him or her through the filter function. Likewise, recruiters can find adequate candidates through the filter function. This possibility of segmentation provides advantages for both the recruiter and the job seeker.

Candidate Engagement Automation Candidate engagement measures can be widely automatized and assist both recruiters and talents along the candidate journey. From the first contact to the first day at work, we ensure you will have recruiting success while leveraging all existing investments in employer branding and HR Marketing. Have a closer look at the candidate engagement automation from IntraWorlds: