How do you actively engage passive candidates with a talent community? These are the folks who are already employed and just browsing your job offers but are also the best qualified for your jobs. Your recruiters would love to turn these candidates into hires, but how?
It’s more involved than what you are probably doing.
Many companies like the idea of a talent community but few know how to engage visitors once they land on your page. Often the engagement is limited to signing up for job offers by email. Once the individual signs up though, the engagement ends and all that is left is email notifications about job classes that have little relevance for the candidate.
That’s not to say it’s not effective at bringing in quality candidates, but it does leave a lot of room for waste. An email address just does not deliver the important data to place a candidate with the right job.
It’s not even enough for recruiters to match the candidate. Of course their job is to engage these folks. But wouldn’t they be more efficient in placing jobs with the right candidate if they had more information to go on right out of the gate?
So how do you get more engagement from a potential candidate in a way that extracts more information about the person?
Simple. Provide more interactive features in your talent community.
By having visitors create a footprint of engagement you in turn create actionable data that provides more insight into how these candidates best fit with your company.
This means going deeper than just collecting emails.
It means providing the content that they want to consume and making it accessible in a way that suits them while tracking those actions.
It requires an account of sorts where they can store information about themselves and manage this information. The account should connect them to your job search and provide a way for them to save the jobs that interest them or share jobs with friends and colleagues.
Ideally your talent community tracks the entire experience, from initial account creation to submitting an application.
And eventually you want the whole platform accessible from the phone.
Mobile use is gaining on desktop usage, and will most likely overtake it next year.
People use their phone for practically everything in their daily lives. And it’s not unexpected that they will search for your jobs.
Yet many companies ignore the phone because the numbers don’t support it in analytics.
That is a huge mistake. Your numbers might be low but it’s because your site doesn’t work on the phone and it’s turning visitors away who arrive on your site by the phone.
So it’s an important part of a successful recruiting strategy.
When you put the weight of interaction on the candidate, you are putting your recruiting dollars to better use because most of the work is being done for you.
Letting candidates volunteer information is the best way to turn your standard, non-informative talent community into a high-powered data machine.
While you benefit from quality active candidates using your site and applying to your jobs, the real benefit comes from qualifying passive candidates.
As these people are already qualified for your jobs, they are also already someone else’s asset.
If you can grab the attention of that 85% of passive candidates who are open to changing jobs, why would you put this off?
That’s a whole lot of qualified employees lined up at your door just begging to be hired. Time to get things up to speed and open up the interaction!