HOW IT CAN SUPERCHARGE YOUR RECRUITING EFFORTS Sales and marketing professionals have been successfully using the step-by-step funnel method for years. They start by casting a wide net, then steadily turn inquiries into leads and, ultimately, closed deals. Today, recruiters can employ these same tactics for scouting and vetting potential candidates. Here’s how it works:
The Funnel
INQUIRY/PROSPECT
Think beyond the job board. Recruiters now seek prospects from a wide variety of sources-including employee referrals and social networks, which help them reach even passive candidates and establish a respected employment brand.
TALENT POOL
In this stage, recruiters identify potential candidates by targeting essential skill sets both for open requisitions and future opportunities. Prospect data, including social profiles and resume details, is collected in a centralized database.
CANDIDATE NURTURE
Just as marketers nurture leads, recruiters nurture prospective candidates. Using information stored in the talent pool, recruiters design targeted campaigns that speak to candidates’ abilities and ambitions.
CANDIDATE ENGAGEMENT
As communication campaigns roll out, recruiters continuously engage with prospects to “sell” available positions and company culture.
CANDIDATE APPLICATION
Interested prospects submit applications, and strong candidates are screened-often by video-before continuing through the hiring process. Through all of these events, recruiters schedule interviews and receive feedback from hiring managers, whittling down the prospect list till the right candidates emerge. And every step of the way, they track candidate activity-so hiring teams and applicants can always see real-time status.
HIRE
Similar to closing a sale, recruiters finalize the process by hiring qualified candidates.