The Power of Multi-Touch Drip Campaigns for Candidate Nurturing

The Power of Multi-Touch Drip Campaigns for Candidate Nurturing

      In the fast-paced world of recruiting, where top talent is in high demand and competition for that talent is fierce, recruiters are continually challenged to develop innovative strategies to engage and attract qualified candidates. Recruiting Teams also understand that they can not rely solely on filling their openings with candidate flow from job postings and job boards.

      Therefore, a strong sourcing strategy must incorporate active candidate responses from job ads, mining passive candidates from their Talent Community, or identifying interesting candidates from external sources. Sourcing passive candidates requires a different engagement tactic – specifically, a focus on nurturing those candidates to convert them into applicants. This blog post will explore the power of multi-touch nurturing drip campaigns and address the common barriers preventing widespread adoption. Last, we’ll identify how PivotCX is the perfect solution to execute both an Active and Passive Candidate Sourcing strategy.      

       The Benefits of Multi-Touch Drip Campaigns for Candidate Nurturing

 

1. Personalized Engagement: In today’s digital age, candidates have become acclimated to the methodologies utilized in their day-to-day consumer lives. As a result, they’ve come to expect the same level of personalized communication tailored to their needs and interests.Multi-touch drip campaigns allow recruiters to deliver targeted messages at various stages of the candidate journey, fostering a deeper connection and engagement. By segmenting candidates based on skills, experience, and career goals, recruiters can craft highly relevant content that resonates with each individual, ultimately increasing the likelihood of conversion.

2. Continuous Engagement: Building and maintaining relationships with candidates is crucial to successful recruiting. However, staying top-of-mind with candidates over an extended period can be challenging, especially when managing a large talent pool. Multi-touch drip campaigns automate the process of nurturing candidates by delivering a series of scheduled messages or content pieces over time. This consistent and systematic approach ensures that candidates remain aware of your Employer Brand and specific openings, even if they are not actively applying for roles at the moment.

3. Improved Conversion Rates: The ultimate goal of any recruitment campaign is to convert qualified candidates into applicants who will become your hires. Multi-touch drip campaigns play a pivotal role in guiding candidates through the recruitment funnel and nudging them towards taking action, whether it’s applying for a job, attending an event, or scheduling an interview. By providing relevant information, addressing concerns, and showcasing the company culture, recruiters can effectively nurture candidates and increase the likelihood of conversion, ultimately driving better hiring outcomes.

     Barriers to Adoption and How to Overcome Them

      Despite the clear benefits, many recruiting teams find it challenging to adopt multi-touch drip campaigns for candidate nurturing. Here are several reasons why:

1. Lack of Time: Recruiters often find themselves overwhelmed with various tasks throughout the day, which can hinder their ability to focus on candidate nurturing campaigns. Too many requisitions to support, too many systems they need to use in their process,, and too many candidates to identify, engage, and keep track of the responses are just a few examples of these tasks.

2. Lack of Awareness: Many recruiters are unaware of multi-touch drip campaigns’ capabilities and potential impact. Even if they are aware of the concept, many are unaware of how to build and utilize automation technology to enable them to execute on these types of campaigns.

3. Resource Constraints: Implementing and managing multi-touch drip campaigns requires time, expertise, and resources, which recruiting teams often lack. Additionally, smaller organizations or those with limited budgets may perceive this approach as too costly or complex to implement effectively.

4. Technology Integration Challenges: Integrating multi-touch drip campaign functionality with existing recruitment systems and processes can be challenging, especially for organizations using disparate or outdated technology platforms and engagement tools..

5. Change is hard: Implementing any new technology or strategy goes through an initial awkward period where people are trying to adopt “the new way. Recruiters who are comfortable with traditional methods and/or are skeptical of the effectiveness of automated nurturing will initially find executing both an active and passive approach challenging until they get into their “new groove.”  

      Providing the Path Foward

      Despite these barriers, the benefits of multi-touch drip campaigns for candidate nurturing far outweigh the challenges. The famous proverb, “Dig your well before you’re thirsty,” reminds us of the importance of being proactive by putting plans in place today for the needs you will have tomorrow.

      PivotCX is the premier solution specifically designed to address the challenges and barriers that inhibit recruiters from taking advantage of this powerful technique. Recruiters do not have the time to take on another task or the bandwidth to learn and use and yet another disconnected tool in their process. On the front end of the process, PivotCX provides an intuitive, unified interface to engage with both passive and active candidates, blended with modern, real-time communication channels. On the back end of the process, PivotCX delivers the automation needed to keep recruiters focused on engaging candidates combined with the necessary integration that ties together job boards and talent pools and synchronizes communication and statuses with CRMs and ATSs.

      PivotCX understands that change is hard and that recruiters are already swamped with tasks that make engaging and communicating with candidates and applicants challenging. This is why we set out to simplify the ability of recruiters to be proactive through nurturing their relationships with passive candidates while simultaneously being able to quickly engage and communicate with their active, inbound candidates responding to their job advertisements.

      PivotCX believes that recruiters should not have to view sourcing as an either/or scenario – i.e., either sourcing active candidates from the job boards or passive candidates from talent pools.  For the first time, recruiters can do both – from a single, unified interface.  Click here to learn more about how your Recruiting Team can double its productivity and dramatically reduce its hiring time.

 

 

Simplify Your Texting Experience with Our Re-usable Templates Feature

Simplify Your Texting Experience with Our Re-usable Templates Feature

Everyone understands that the traditional Recruiting process is highly inefficient. At PivotCX, we’re fanatical about delivering solution that addresses the inefficiencies, and by doing so, we are able to transform the recruiting experience for everyone involved.. We think deeply about how to design every step to simplify the process, increase velocity, and drive productivity. Each month, we’ll showcase a core feature that exemplifies this mindset and philosophy. This month, we’re excited to showcase the Re-usable Template feature. This game-changing feature is designed to streamline the messaging experience and plays a critical role in driving efficiency. Here are the top three value propositions this feature enables:

 

  • Effortless Efficiency: With Re-usable Templates, you can say goodbye to repetitive typing. Re-usable Templates enable you to create and store frequently used phrases, responses, or information you find yourself sending often. Whether it’s a quick greeting, the answer to a common question, or a regular set of screening questions asked, the Re-usable Template feature allows you to easily insert these into the conversation with a simple click. Re-usable Templates enable you to boost your productivity by focusing on the conversation with the candidate versus spending time typing out messages.

  • Consistent Messaging: Maintain your brand consistency and professionalism in every interaction. Re-usable Templates ensure that your messaging is uniform across all of your conversations. Re-usable Templates enable you to craft responses, announcements, and screening questions that can then be utilized by all members of the Recruiting Team. Now you can be confident that every candidate receives the same clear, and polished messaging.

  • Personalization Made Easy: While efficiency and speed are key, the importance of personalization cannot be underestimated. PivotCX believes that Recruiting Teams should not have to sacrifice personalization in the pursuit of efficiency and speed. Just some of the placeholders available are name, location, calendar link, and job title. Re-usable Templates enable customers to effortlessly tailor their messaging – striking the right balance between efficiency, speed, and the personal touch.

Re-usable Templates are just one example of the features available that demonstrate our commitment to transforming the recruiting experience. Existing customers not yet taking advantage of this feature can watch this video or reach out to their PivotCX Representative to get assistance with setting this up.  Not yet a customer? – Schedule time with us to learn more. PivotCX enables you to address 100% of the hurdles that interfere with your ability to engage with 100% of your candidates.

The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

It seems nearly everyday we’re hearing about the latest National – “fill in the blank” Day. For example, for those that were not aware, just the other day it was National Cheese Lovers Day.  There are practically national days of recognition every day of the year.  (For the historians in the crowd – In the USA, we can track the tradition of creating national days of recognition all the way back to July 4, 1777 – to the first organized celebration of Independence Day.)  While not all days of recognition have equal significance or are tied to such an historic event, the fact remains that these days of recognition give us a chance to pause and reflect.  And – in many cases, these days create the opportunity for us to both elevate the purpose for the day as well as to make further commitments to support the ideals and objectives that the day represents.

 Back in 2020, The Talent Board initiated the first Candidate Experience Day.  It was a brilliant idea to tie the kick-off of the 2020 CandE Benchmark Research program to this special day.  Each year since, The Talent Board has been “hosting” the Candidate Experience Day as a cornerstone event that both announces the findings from the previous year’s research as well as serving as the opening of the present year’s research program.  While the exact day for this has slightly varied over the years, the intent of the day has remained consistent – i.e. for Recruiting Teams to come together to honor the candidates that take the time to opt-in to participate in their recruitment cycles and to recommit to doing everything they can to create a positive experience for those candidates.  

 More often than not, discussions about the “Candidate Experience” center around the negative – i.e. all the reasons for rising Candidate Resentment.  Candidate Experience Day 2023, however, is an opportunity to celebrate – Celebrate the candidates, and celebrate all the techniques being deployed that are having a positive impact, 

 

3 Reasons Why You Should Plan to Celebrate Candidate Experience Day

 While there are a myriad number of reasons why celebrating Candidate Experience Day should be high priority, those reasons really all boil down to 3 core topics.

 1 – Mindset Matters!

Would anyone argue that we should NOT think about the candidate experience?  Do you know that purposely plans and designs a poor candidate experience into their process?  Of course, the answer to these questions is, “No.”  And yet, despite all the long standing evidence and the clear convergence that an improved candidate experience is important, creating a meaningful, consistent, and lasting candidate experience continues to be aspirational.

 As with anything worth achieving, the journey always begins with deciding that the pursuit is worth dedicating yourself to.  Mindset is critical. There will definitely be times during the journey when you will question whether the commitment is worth the continuous effort.  Candidate Experience Day 2023 is an opportunity to surround yourself with others who are traveling a similar trail as you.  It will be a day of positive storytelling from others who have found success.  What better way is there to stay motivated and committed that to surround yourself with others who have a similar mindset.  Their stories and specific suggestions will serve as great inspiration to stay motivated to keep to the plan. 

 

2 – Recruiting Outcomes Matter!

Improving Candidate Experience is not a fluffy, nice to think about business issue.  Not being able to achieve hiring goals and overspend on recruitment marketing are just two examples of what happens when your employer brand has a poor candidate experience reputation.  

 As noted above, though, no one means to purposely create a poor candidate experience.  The primary root cause of this is that too often recruiting teams are overwhelmed and overburdened.  They are expected to be experts on a large number of skills – i.e. Employer Branding, Recruitment Marketing, Copywriting, Sourcing, Labor Market Intelligence, Sales and Negotiation just to name a few.  They are expected to navigate and use a large number of systems and tools – many of which are not integrated.  And, of course, the biggest challenge of all – is that recruiters are expected to carry an inordinate number of requisitions.  As Josh Bersin famously said, “Recruiting is much harder than it looks” – which is why the vast majority of recruiting teams under-perform.

 I’m not saying that participating in the Candidate Experience events will cure all your issues.  What I am saying though, is that collaborating with other employers who have the same mindset as you and learning from them as to what has been successful should be a strong element to your strategy.  This is a great way to learn the skill sets and toolsets that others are leveraging to get to the ROI from investing in improving the Candidate Experience

 

3 – Your Job Satisfaction Matters!

In all my years of working in the talent acquisition industry, I’ve never met a single recruiter who stayed in the business who wasn’t passionate about the work they were doing.  The satisfaction that a person can get from being knowing they are the engine that enabled individuals to get jobs that fulfill their career aspirations is indescribable.  Couple that with knowing that your efforts play a role in the productivity and profitability of the business, and you have a killer combination of reasons to want to improve the Candidate Experience.

 As noted above – no one purposely works to design a poor candidate experience into the process.  At a minimum, it is frustrating to every day feel like it is all you can do to keep up with the candidates that are moving forward.  At worst, it is demoralizing and contributes to job burnout.  The largest population in any recruiting cycle are the candidates that do not get hired.  All too often, this is the group of candidates that do not hear back – which is one of the key reasons for the growing levels of candidate resentment.  

Participating in Candidate Experience Day – and for that matter, Candidate Experience improvement activities and events throughout the year, is truly a way that you can take control of your own work experience.  Not only will your efforts make life better for the candidates and improve the business results of your organization, but you will also be improving your job satisfaction.  Job satisfaction is the feeling of fulfillment you receive from the work that you perform.  Zeroing in on the meaningful aspects of your work is critical to job satisfaction. Identifying areas of the process that you can improve upon to produce better and more valuable outcomes for your candidates and hiring managers will not only add to your job satisfaction – but will also ultimately improve your work-life balance and reduce your work-related stress levels.

 

Wednesday, January 25th, 2023 is Candidate Experience Day.  While it is a specific day being set aside to share stories, posts, quotes, pictures, memes, videos, etc. It is important to remember though that, Every Day Should Be Candidate Experience Day!  And, while the title of the day only refers to the Candidate, the reality is that making improvements in the experience will actually create amazing outcomes for both the business your recruit for and for yourself.  Improving the Candidate Experience is a journey – not a destination. Embarking on this journey means that you are adopting this as a mindset and that you are continually striving to learn new skills and tools to further this pursuit.  Surround yourself with others who have also adopted this mindset plays an important role in that continuous learning.  Just remember – your candidates will appreciate it, your business will gain value from it, and your job satisfaction will increase.  

 Wishing you a productive Candidate Experience Day and a full year of related activities to come!