How do you use a CRM for hiring to collaborate and communicate with your hiring team and stakeholders?

One of the main issues with hiring is the communication between the hiring manager, the hiring team and usually HR. This is exacerbated by most interviewing being done remotely and in different time zones. Keeping everyone on track and meaningful feedback to the ultimate hiring manager is a serious issue.

Choosing a CRM that suits your hiring needs requires careful consideration of several factors. First, identify the specific features and functionalities you need, such as candidate sourcing, talent segmentation, and communication tools. Then, evaluate the ease of use, scalability, and integrations with other HR technologies. Additionally, consider the cost and support services offered by the provider. It's also helpful to read reviews and ask for recommendations from industry peers to ensure you select a CRM that can efficiently manage your hiring process and engage top talent.

Many CRM's have a cumbersome setup process where things have to be entered in duplicate. While some do a good job of parsing the resumes, it almost always need a good set of human eyes for quality control. The part that is most frustrating is the CRM will enter in ALL of the candidates, even the ones that are not qualified. The average job gets 250 resumes submitted and a CRM is only as good as the data that is there. Plus, for all of that work, it doesn't help you make the decision, it only handles the tracking.

To set up your CRM for hiring, start by defining your hiring needs and the specific recruiting tasks you want the CRM to help you manage. Then, create a detailed list of the data points you want to track for each candidate, such as their work history, education, skills, and contact information. Next, customize your CRM by configuring the appropriate fields and workflows to fit your recruiting process. Finally, integrate your CRM with your other recruiting tools and systems, such as your ATS, to ensure a seamless hiring process.

A good plan is to make sure that once a hiring team has been selected that the hiring manager gives each interviewer with a clear directive of questions to ask. This way there is limited duplication which wastes time and can leave the interviewee with an awkward experience that might prevent them from accepting a possible offer.

With chatbots, AI, and human interactions leave you with is no centralized location for all of this data to live. When selecting a good CRM, you have to make sure that adoption by the organization is from the top down to ensure it becomes part of the culture. We have heard way too many times that, "it doesn't exist if its not in the CRM". That is because your manager mainly wants it in the CRM to ensure that you are doing your job, while the accuracy of making the right hire might not be the ultimate goal, when it is really all that matters.

Some people think that they are great at identifying talent when they are the opposite. Using the data and analytics from a CRM are only as good as you use them and follow up with your managers. Recapping old CRM notes on new hires, with the hiring team on a 6 months basis would allow you to truly leverage the data. If a hiring team member presents a history of bad decision, they should be removed and spend what would be interviewing time doing their actual job (which they are most likely good at). That would lead you to save money so the work can get done.