How to Reach Job Seekers with 3 Recruiting Strategies

How to Reach Job Seekers with 3 Recruiting Strategies

 Do you want to know what is more challenging than finding job seekers these days? Learning how to reach job seekers. It can be a game of cat-and-mouse to have meaningful conversations with them and keep them engaged long enough to know whether they have the qualifications needed to make a great hire!

More than ever, it is essential to reach candidates as soon as possible and to be prepared when they are ready to convert. On the other hand, some candidates need several impressions before they engage with your content.

We’ll cover three strategies to stay connected to your job candidates with ease. We happen to like using the new  PivotCX Campaigns feature, but the strategies apply to recruiting in general.

 

1. Inform Past Applicants of a New Job Opening or a Re-opening

In the current employment market, candidates are getting more expensive, and job boards are raising their prices. With fresh, new traffic becoming harder to get, getting creative with how to reach job seekers can be a bloodline. 

One often-forgotten source of candidates is your past applicant pool. Some of the benefits of reaching these job seekers are that they are already familiar with your company and you don’t have to pay extra to get their contact information.

It’s likely that you already have a gauge on the people you would like to contact from your past applicant pool. Perhaps, there were two or three excellent candidates, but you could only hire one. The perfect time to get a hold of them is when a new, similar role opens. Additionally, there’s only one way to know whether these applicants are still in the market for a new job or might now be ready to make a move. 

Employers can use PivotCX Campaigns to tap into their forgotten candidate pool of past applicants and get more bang for their buck by remarketing to past candidates.

2. Organize and Tap into your Talent Community

Knowing who is in your talent community or past applicant list helps you understand and discover what works best to attract their attention to your job posts and keep them engaged for as long as possible.

You can run A/B tests by segmenting your candidates, such as dividing half your list and changing messages or altering the delivery cadence. This allows you to gain insights into how you reach out to job applicants; for example, you can find the length and type of message that works best for your candidates.

You can also be more granular in your approach to diverse candidates depending on their location, the position they applied for, how long ago they applied to the job, medium, source, etc.

Whether from an ATC, CRM, or even from a spreadsheet, PivotCX Campaigns allows you to attach a series of messages to any candidate list to make reaching out to applicants easier. 

 

3. Remind Candidates about their Recent Job Application

 Life gets busy, especially when trying to find a new job. Candidates want to optimize their chances to make it past the pile of resumes on any recruiter’s desk by applying to as many jobs as they can.

The downside is that they’ve lost track of which employers they applied to or the job details after a couple of days. Thus, it is essential to be fast and persistent when reaching out to job applicants. 

This is why PivotCX Campaigns aim to nudge job applicants who might have fallen off the application track. With time delays between automated messages that can be customized down to the minute, it’s easy to set the right cadence to reach candidates when they are more likely to respond to your message. 

Keep it human by reaching out to job seekers. Letting them know that you’ve seen their application and are interested can give you a leg up over employers that never bother to reach out to applicants or take three months to even get in touch with them.

 Figuring out how to reach candidates takes time, but these strategies can help you leverage what you already know about job seekers and make it easier to find the perfect fit for your job opening.  

 

 

PivotCX Product Updates – Feb 13, 2023

New Product Features

1. Read Button in SmartQueue

You can now mark conversations as read from the SmartQueue (the left column in the chat view) rather than having to put in the command ^read.

Learn more about using the ‘Read’ button in the SmartQueue here 

2. Mass Read

Sometimes you might be inundated with conversations that no longer require a response, or you already provided a response outside of PivotCX. We now have a ‘Mass Read’ feature that let’s you select multiple open conversations and mark them as ‘read’ from the grid view without having to click into each conversation.

Learn more about mass marking conversations as ‘Read’ here

3. Mass Status Change

You can now change the statuses of multiple contacts at once through the Applies grid view. This means you no longer have to click into each conversation to change an apply status. 

Learn more about mass changing statuses here 

5. Hide and Show Events in Chat View

In order to make the Chat view more user-friendly, we’ve implemented a new chat view option. Our new option enables you to hide actions from the chat screen. Hidden actions include Assignments, Claims, Phone Call, and Read.

Learn more about hiding and showing events here

6. Keywords

In order to make the Chat view more user-friendly, we’ve implemented a new chat view option. Our new option enables you to hide actions from the chat screen. Hidden actions include Assignments, Claims, Phone Call, and Read.

If your workflow requires these actions to be seen, We have left the option available to display these actions. The toggle is located at the top of the chat window.

Learn more about using keywords here here

Bug Fixes and Improvements

  • We now treat email addresses as case-insensitive to identify contacts. 
  • Improved accuracy and frequency of integration syncs
  • Fixed glitch where searching causes jump in search results
  • Improved team selector drop-down
  • Attribution / applies tab now sorts correctly
  • Contacts grid now has an attachment column
  • Various Improvements to job feeds

Recruiter Chronicles – January, 2024

Happy New Year! We’re ready to start this year strong with even more features, updates, and even some bug fixes to make your recruiting easier. 

In this month’s issue of The Recruiter Chronicles, we share with you some of the latest feature updates for PivotCX, a blog post on our Templates feature, and a recording of our most popular webinar to date about the mindset of the Modern Candidate. 

New Product Updates and Fixes

Here’s an overview of some of the latest prominent changes and fixes.

We’ve added various new features and fixed many different bugs in the past month. Here are just a few of the more prominent changes:
1. Keywords now have their own tab and can be associated with job requisitions.
2. Job feeds can now be pulled directly from the Feeds tab in the Team Settings.
3. Power event displays with the Text Wall Feature.
4. You can now directly edit attribution/apply fields form the chat window.

Check out these changes and more in the full release notes here.

Feature Highlight: Templates

Each month, we’ll showcase a core feature that exemplifies how we translate our mindset and approach to transforming the Recruiting Process to optimize the experience for all participants and maximize the ROI you can achieve with PivotCX. This month, we’re excited to showcase our Re-usable Template feature. Read about these 3 reasons why you and your recruiters should be using templates.

Read more about templates here

Getting in the Mind of the Modern Candidate

Our most popular webinar to date has recruiters talking! It can take as little as 15 minutes for you to make a $40,000 purchase of a new car, and yet it takes companies 2-3 months on average to fill a single opening. Why is there such a disconnect between our daily consumer experience and getting a job? What can recruiters do to meet modern candidate expectations?

Watch the full recording here

Partner Spotlight: TalentNet Media

In addition to PivotCX developing the most robust Recruiting Communication Hub in the industry, we also work hard to curate a set of partners (both Technology and Service) that further enhance the native functionality delivered. Each month we’ll focus the spotlight on a partner that is dedicated to serving the additional needs of our customers, and to further maximize the ROI on their investment in PivotCX.  This month, we’re proud to feature, TalentNet Media (insert hyperlink to the full spotlight post), a specialized consulting company focused on everything related to Talent Acquisition.

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PivotCX Updates and Bug Fixes – Jan 10, 2023

Chat

  • You can now edit apply/attribution fields from the chat window. Location, source, medium, campaign and referrer are editable.
  • Show the clipboard icon when a contact’s conversation has attachments.
  • You can now see the referring URL and click to open it in a new window.

Dashboard

  • Added apply count to the jobs/content tab. Now, you can manage candidates by job post/requisition.
  • You can now create a blast when viewing a dynamic list.
  • Import dialog is more intuitive and several bugs were fixed to make it even easier to import data.
  • Now managers can view past exports and download them.
  • We now track the inbound integration on all Indeed applies. This enables better support for automation that relies on knowing where an application or attribution originated from.
  • Apply status is now a searchable autocomplete to make it easier to find the right status.

New: Keyword Tab

  • Keyword management has moved from Team Settings to the Keywords Tab.
  • Multiple keywords can be associated with job posts/requisitions or content items. Now we can track usage of keywords and QR Codes on a per-job post/requisition basis.

New: Feeds Tab

  • You can now view all feeds connected to your PivotCX team on the Feeds tab.

New: Text Wall

  • You can now power event displays with PivotCX SMS. The wall allows your event team to text in notices that are displayed on screen or lets you allow attendees to text in messages that are displayed. You can control how many messages are rotated and how quickly messages change.

New: Career Sites

  • Pivot now has a complete career site solution that is integrated with Pivot’s built in engagement features. Now you can start communicating with candidates instantly when they apply.

Integrations

  • When syncing with an ATS via Merge, we now will use the home phone if mobile phone is not available.
  • Partner Integration with PivotCX
  • XML and JSON feeds can now be loaded every 15 minutes.

Browser Plug In

  • We now capture the URL of the page where you start a conversation and save it as an attribution.

Career Site and Content Site

  • Improved HTTP status codes for bad requests and missing pages.
  • Improved error messages for bad requests and missing pages.
  • We’ve moved the apply form above the fold on Mobile

Bug Fixes

  • We’ve fixed several bugs in the Job Creator:
    • the job title is being saved correctly
    • icons in the date picker update properly
  • Blank keywords are no longer possible.
  • Several bug fixes for improved message retrieval and display.
  • Reliability: fix deferred conversation locking that was causing periodic crashes of the chat system. Since this fix was put in place, we have had no chat system crashes.
  • Performance: When exposed to bots and spam, careers will put less load on the PivotCX API.
  • Fix: Video player will now display on HTTPS pages.

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.

9 Rules to Beat Zoom Fatigue

9 Rules to Beat Zoom Fatigue

Well, if you haven’t figured it out yet, Zoom isn’t going away. Neither is Google Meet, MS Teams, WebEx and about a million other ways to conference online. Podcasts, webcasts, and livestreams are all really great ways to get your message out. Since we’re all stuck doing a lot more video conference meetings, here are a few great tips to master the media that I’ve learned the hard way.

Let’s start with the elephant in the room. Most people feel like doing video conferences is mentally taxing and tiring.

Well, it turns out that is.

Here’s an article that makes the science of Zoom Fatigue pretty approachable: Dealing with Zoom Fatigue – https://leadership.garden/zoom-fatigue/

The takeaway? Zoom Fatigue is real and there are some steps you can take to make those days where you’re on camera five plus hours a day less mentally taxing.

Here are some ways I’ve found to make video conferencing less fatiguing: 

Setting Up Your Stage

First off you don’t have to invest a lot – just find a quiet enough place with a background that works.

Background

Three Rules:

No windows or bright lights

Light sources in the background will confuse the camera and will cause the camera to darken the subject (you) or cause issues with color.

No grids/plaid, pattern backgrounds

Grids, stripes, plaid and repetitive patterns can cause moire, which are repetitive details that exceed the camera sensor resolution causing a strange-looking wavy pattern.

Be clean

If you are going to have a wall behind you, make sure it is clean because scuffs and smudges will really show on camera.

Clothing

Aside from appropriate and inappropriate, there is one thing to worry about: moire. Stripes, checks, plaids, and dots can all cause a very distracting moire effect on the camera. I keep a solid blue shirt in the closet at work for days when I’m not camera-ready.

Equipment

Cameras and Lighting

Usually, bad cameras are a lighting problem in disguise. Good lighting is the secret to making cameras work well. Especially cheap cameras like the one in your laptop. If your camera looks grainy, crank up the light and you’ll be amazed how much better it works. A good ring or diffused desktop light can make you look 10-15 years younger by removing all the shadows from the wrinkles, battle scars, nicks and other accumulated wear and tear on your face.

Use Your Phone

Believe it or not, the camera in you mobile phone is probably about 10,000x better than the webcam in your computer. Why? Well, the face camera on your phone is probably capable of at least HD-quality recording and has AI video processing to automatically deal with light, white balance, and about 500 other thing that can ruin a video. If you have an iPhone and a Mac, you can use your iPhone as a webcam. If you are on Android, IruinCam and DroidCam let you do the same thing.

Sound

If you follow these three rules, you’ll solve 90% of audio problems before you have them:

Never use the mic in a Bluetooth device.

Don’t use the mic in any Bluetooth device. Here’s the story: Bluetooth has a ton of modes. The one that almost every headset, earbuds, or pods uses when you turn the mic on is “headset mode” where you get low-quality mono sound from the speakers, and the mic is set to a low bit rate, which makes you sound REALLY BAD. Use a different mic than your Bluetooth headset, and your Bluetooth headphones will work.

Get a Good Enough™ microphone.

Don’t panic. A good enough mic is $40-$70 including all the wiring, a boom arm, a shock mount and all the hardware. There’s a reason why in front of every great podcaster is a pretty good mic. I use Tonor’s Q9, Tonor TC40 or a Blue Snowball depending on where I’m working from.

Don’t pound on the table.

If you talk with your hands, chances are you also inadvertently bump into things. When you bump the table where the camera is, it shakes. Even worse, if the mic isn’t shock mounted, that little tap tap tap will sound like a cannon.

Candidate Engagement is a Decaying Asset

Candidate Engagement is a Decaying Asset

At PivotCX we understand the intrinsic value of engagement in the realm of recruiting. It’s not just a buzzword; it’s a lifeline that connects you with your future employees, your organization’s internal customers, and the driving force behind your success. Engagement is more than just a fleeting interaction; it’s the bedrock upon which lasting relationships are built.

Imagine engagement as a precious asset, one that depreciates over time if not nurtured. But fear not, for we are here to help you not only preserve but enhance that value. We believe in engaging faster, engaging longer, and, most importantly, engaging better.

Why is engagement crucial, you ask? Well, your future employees are the heartbeat of your organization, the potential workforce that will shape your future. At PivotCX, we treat them with the utmost respect, considering them not merely as candidates but as valued customers. Our technology is meticulously designed to cater to their needs, ensuring a seamless journey through your recruitment process.

Our platform doesn’t just create lists; it crafts relationships. We guide your prospects through your funnel, nurturing and managing these connections, transforming them into the future talent that will drive your organization forward. But remember, like any valuable asset, these relationships demand consistent maintenance and development.

Maintaining these relationships isn’t just about data hygiene; it’s about investing energy and effort into moving the needle of engagement. We understand that relationships without active engagement are like objects at rest. Just as in physics, it takes significant energy to set these relationships in motion. That investment of energy into relationships is what we excel at, propelling your recruiting and hiring journey forward.

Let’s face the truth: if engagement isn’t initiated, you’re back to square one. Think of it as rebuilding a cherished relationship from scratch. Consider the consequences: customer churn, sluggish sales, and your top talent walking away just when you need them the most. It’s a scenario no organization wants to face.

Your candidates today are the employees of tomorrow. The databases of engagement we help you create are the future human capital of your organization. Just like a historic building, if not properly maintained, they lose their charm and value. At Pivotcx, we ensure that your investment in these relationships is not only preserved but amplified.

So, let’s engage, not just for today, but for a future where your organization thrives, where your best talent is retained, and where every engagement translates into an opportunity for growth. Together, we will shape a future where your recruiting endeavors are not just efficient but deeply human and profoundly impactful. Welcome to the future of recruiting with PivotCX where humanengagement transforms into enduring success!

Quick Thought: Job Seekers are Scarce

Quick Thought: Job Seekers are Scarce

Just a quick thought:

Business = Process + People + Assets

If a business is really the sum of the people executing a process using company assets, then maybe it’s time to think harder about the people part of the equation.

People are now the scarce part of the story. It hasn’t been that way in most of our lifetimes. It will be, at least until 2046 when the US DOL says the labor market will start expanding again.

Recruiting Short Staffed

Recruiting Short Staffed

In today’s job market, there is a significant talent shortage, and many companies are finding it challenging to recruit the right candidates. This issue is further compounded by the fact that most recruiting teams are understaffed, making finding and hiring qualified candidates even more difficult.

To put it into perspective, imagine if your customer service team were taking 3-4 weeks to follow up with customers. You would quickly realize that you need more customer service representatives to handle the increasing workload. You might even consider bringing in an outsourced call center to help manage the influx of customer inquiries.

Similarly, if your sales team was taking two weeks to follow up on a lead, you would likely hire more BDRs and sales reps to help speed up the sales process. In some cases, you might even consider outsourcing your sales efforts to an agency.

Given the urgency of these situations, it’s essential to look at recruiting emergencies in the same way. Companies need to take swift action to address their talent needs and ensure that they have the resources and support necessary to find and attract top candidates in today’s competitive job market.

If you can’t help being short-staffed, then you still don’t have to settle for 1-2 week turnaround times. With a communications hub like PivotCX your recruiters can be engaging with 3x the number of candidates as before. Make sure your recruiters have the right tools, and they’ll be able to meet their goals. 

5 Ways PivotCX Improves Recruiter Productivity

5 Ways PivotCX Improves Recruiter Productivity

Recruiting is a challenging task that requires a lot of time and effort to find the right candidates for a position. Recruiters often struggle with managing their workload and meeting the hiring targets on time. In this blog post, we will discuss five ways to improve recruiter productivity and streamline the hiring process.

1. Measure Response Time

Response time is a critical factor in candidate experience, and it can significantly impact the hiring process. Measuring response time for Candidate Development Representatives (CDRs), recruiters, and candidates can help recruiters to identify areas for improvement. A quick response time can create a positive impression and enhance the candidate’s interest in the company. On the other hand, a delayed response can lead to a negative experience and may result in the candidate accepting another job offer.

2. Measure Engagement Rates

Engagement rates can help recruiters to determine how many candidates are actively engaged in the hiring process. It is essential to track how many candidates have had a human-to-human conversation with the recruiting team. Measuring engagement rates can help recruiters identify areas of improvement and adjust their recruitment strategy accordingly.

3. Find Out Time to Offer

The time taken to make an offer to a candidate is critical in the hiring process. It is essential to determine how long it takes to move a candidate from the application stage to the offer stage. This information can help recruiters to identify bottlenecks in the hiring process and improve the time-to-hire metric. As 90% of candidates take the first job they are offered, it is vital to ensure that the company can make an offer quickly to secure the best candidates.

4. Secret Shop Your Hiring Process

Secret shopping your hiring process can help recruiters to identify areas for improvement and provide a better candidate experience. Recruiters can find their job on different platforms and apply under different names to test the application process. They can then evaluate how easy it was to apply, whether everything worked, and whether candidates were able to complete the application process. After applying, they can measure how long it takes until a recruiter contacts them and how long it takes until they have a human-to-human conversation.

5. Add CDRs to Your Team

Adding Candidate Development Representatives (CDRs) to the recruitment team can help to improve productivity and streamline the hiring process. CDRs can be responsible for making contact with candidates and ensuring that they do not fall through the cracks. This responsibility can free up recruiters to focus on building relationships with candidates and hiring managers. This approach can help to ensure that candidates are not lost during the hiring process due to lack of communication.

Conclusion

Improving recruiter productivity is critical to the success of any recruitment team. Measuring response time, engagement rates, and time-to-offer can help recruiters to identify areas for improvement. Secret shopping the hiring process can help to identify friction points and provide a better candidate experience. Adding CDRs to the team can help to streamline the hiring process. By implementing these five strategies, recruiters can improve productivity and meet their hiring targets on time.

Speed Up Recruiting with Dynamic Lists

PivotCX is excited to announce our dynamic lists feature!

We already let users sort candidates by all sorts of filters such as location, job title, or application date. Now you can save those filters and use them to make dynamic lists.

Let’s say you have a list of candidates from Indianapolis, IN. Whenever a candidate meets the criteria for the list (for example, they live in Indianapolis, IN), they are automatically included in the list. The moment they no longer meet it, (their city is no longer Indianapolis), then they are removed from the list.

Learn more about how to make and use dynamic lists here: (insert link to help article).

There are all sorts of ways to use dynamic lists in your recruiting communications. Here are 4 simple ways you can start using dynamic lists today:

 

  1. Re-engage with Past Applicants – create a list of past applicants to a particular position and have it update automatically every time someone applies for that position. If ever the position opens up, you’ll have ready-to-go an up-to-date list of everyone who has applied to it in the past.
  2. Use for Job Fairs – Create a dynamic of list of everyone who has visited you at your job fair. As they fill out your your apply form at the booth, they’ll be added to your list in real-time. Then you can send everyone from the list a quick follow-up message after the job fair, thanking them for coming and inviting them to apply online.
  3. Send location-specific messages to candidates or employees – Pivot lets recruiters filter contacts by almost everything: from the job they applied to, to where they’re located. Make a dynamic of list of everyone from a particular location and then send them timely messages pertinent to them.
  4. Follow up with Interviews – make a dynamic list of everyone who hasn’t scheduled an interview yet. Then regularly schedule out messages with your calendly link to them to invite them to interview. You’ll then start to see less ghosting and more interviews on your calendar.