What are the best strategies for building a strong candidate relationship management program as a recruiter?

Over the course of a search process, don't ghost your candidates. Follow up on a timely manner and let them know how they are doing in the process. As well, give them real, honest feedback and sound advice on how they can improve their status.

Having skills on a candidates profile I think is very important, however gone are the days of colleagues or clients endorsing these, think there needs to be a push on this because it showcases what the candidates are strong in and also gives them insights

Making sure that candidates' skills are tagged correctly in the CRM are crucial. This allows to build up a database of relevant candidates that may not be used immediately, but are excellent for future roles - If they aren't tagged correctly it creates a disjointed list with no organization.

Personalize communication, maintain regular contact, provide valuable resources, seek feedback, and ensure a positive candidate experience.

Personalize communication Maintain timely and regular contact Prioritize the candidate's needs Share valuable content Facilitate networking opportunities Provide feedback and follow-up Leverage technology tools for efficiency

I find that searchable databases are limited and most aren't accurate when searching for candidates. Having a calendar link on CRM is very good, this speeds up the admin process

We have all had bad encounters with an ATS - Companies that have the resources to build out a customized CRM to track candidates and link them to relevant roles is the dream. Until then, ensuring your ATS is up to date and the admin is done properly is crucial.

In building a robust candidate relationship management (CRM) program, leveraging CRM software is indispensable. We've integrated cutting-edge CRM tools into our workflow to streamline communication, track candidate interactions, and personalize engagement. This technology enables us to manage a large candidate pool efficiently, ensuring timely follow-ups, and delivering a tailored experience. The insights garnered from CRM analytics empower us to anticipate candidate needs, enhance communication strategies, and foster long-term connections.

Since engaging with former candidates in an authentic way is key (and also fun), I have found a streamlined process that does not actually involve my CRM: a spreadsheet called the 150 (I got this idea from someone named Dorie Clark if you want to check her out). The 150 includes candidates I want to stay in touch with. It includes information that helps me reach out in a meaningful way and not a "just checking in" way. The 150 forces me to prioritize since as a single shingle I do not have hours each week to spend on work that is outside the scope of my current searches. Happy to send you my 150 template - just reach out.

It has to be consistent. You can't send one email and hope they respond or remember you. When we speak to clients it's usually a lack of time issue so using automated platforms to send outreach about the company, hiring process, etc. is okay and then craft communications more personal to your top candidates.

Regular engagement is the heartbeat of our candidate relationship management program. We prioritize consistent and meaningful interactions beyond job placements, whether through newsletters, industry updates, or personalized check-ins. This ongoing dialogue not only keeps candidates informed but also demonstrates our commitment to their professional growth. By fostering this continuous engagement, we create a community where individuals feel valued, supported, and connected to our agency.

There needs to be plenty of visuals,compelling story to be hold that invites interests from people. Blogs arw also a really good tool, but I find they aren't updated often enough

Build a relationship with your candidates, even if you cannot place them immediately! Keeping in regular contact with them allows you to have your ear to the street in their specific niche. Furthermore, they are people too, this isn't a one-way street where you contact them when you need them! You'll build genuine trust in your specific community.

Sometimes we forget that people still want to work with people. With technology evolving and it's efficiencies improving, people are choosing not to meet each other for a 'quick coffee' or drink after work. Opting for a video call instead. We are finding that the best, most trusted relationships are still those that you can meet and nurture face to face.

People buy into people, drop the auto responses, pick up the phone, and speak with them! Let's stop with the ghosting too!!!

A CRM is only aa good as the recruiter that uses it. Automatic responses really come across as automated and lacks that personal touch.

Nurturing candidate relationships is the cornerstone of our effective candidate relationship management program. We prioritize understanding individual aspirations and proactively provide resources for skill development. Personalized touchpoints, from congratulatory messages on career milestones to offering insights into market trends, show our commitment to their long-term success. By consistently adding value and staying connected, we foster trust and loyalty. This approach not only strengthens our talent pool but transforms candidates into long-term partners, making our recruitment agency the go-to for career growth and opportunities.

Continual evaluation is the heartbeat of our candidate relationship management program. We regularly assess the effectiveness of our CRM strategy, gathering feedback from both candidates and internal teams. This iterative process allows us to identify pain points, streamline communication channels, and enhance the overall candidate experience. By staying agile and responsive to evolving needs, we not only optimize operational efficiency but also strengthen our relationships. This commitment to improvement ensures that our CRM program remains a dynamic and responsive tool, aligning seamlessly with the ever-changing landscape of recruitment and solidifying our position as a trusted partner in candidates' career journeys.

I use Bullhorn and find it can be customisable but there are lagging issues, it feels clunky when used and needs constant feedback by consultants

Data features are crucial to developing your CRM. These insights are little nuggets of information that can allow you to reduce costs, increase efficiency and all in all, make you/your team better! Whether that be cost-per-hire, conversion rates etc.

CCP (Consult care program) Usually, we tend to forget our candidates once we place them, we should always be in touch with them on a timely basis (especially on their birthdays, work anniversaries, etc.) Every other person needs a personal touch and careful attention, and so do our consultants too. I think by this way we can definitely maintain a strong bond and relationship with our consultants.

Once we place a candidate, we usually neglect about them, so it's essential to stay in contact with them regularly—especially around key occasions like birthdays and work anniversaries. Not only do other individuals require individualised care and consideration, but our specialists also require this. I believe that in doing this, we will be able to keep a close relationship and bond with our consultants.

Calendar reminders!!! This is such a helpful way to schedule check-ins with top talent. When you’ve identified and connected with a candidate that you are just waiting to have an opening for - go ahead and schedule a bi-weekly reminder. Reach out however that candidate prefers - call, text, email, pigeon - whatever way. Just don’t let them feel forgotten!! The day will come that you’re calling to schedule an interview instead of just checking in!