Email open, click, and reply rates
Know your audience. Are you sending the same generic mass email to all of your candidates, or are you sending personalized content and messages that resonates?
Engagement scores of contacts in your ATS
Calculation based on how they’ve interacted with your messages and website. Opening emails scores a few points, clicking links will get more points, and viewing jobs or buying signals will score even higher. Generally, a score over 75 means the contact or candidate is engaged. The higher the score, the healthier and happier the contact.
Net Promoter Score (NPS)
Survey candidates and clients about the likelihood that they would recommend your company and services to people in their network. This should be done once or twice a year (monthly if you have a large base) to keep a pulse.
Percentage of complete data in your database
Identify the most important information to capture from candidates. Then measure how many of your contacts have these key fields filled out. More complete data means more personalized engagement.
We have a very step-by-step process for communicating with candidates. It made sense to us to have a tool that would make sure a lot of those communications were happening on a continuous basis.
You’re creating a data warehouse of your human capital, and it’s important to leverage that data and have a candidate management strategy in place. Have people in relationships, and automation on repetition.
Candidates want to be seen, they want to be understood, and they want to be happy. Giving people the opportunity to have the experience that works for them is important.
Through implementing automation, we have been able to connect with so many more clients and candidates than ever before. This has ultimately given our recruiters more time on their hands to do what they do best, which is recruit.
Explore the Connected Recruiting phases
Attract and convert more applicants
The Attract phase of the talent lifecycle is all about streamlining your application process and tailoring your brand to offer a memorable experience — from their first interaction with your website to your application follow-up.
Meet candidates where they are
The Engage phase of the talent lifecycle is all about knowing your audience. Do you have enough information about all the candidates in your database to be able to deliver the right message, at the right time, in the right channel, for the right opportunity?
Take the busywork out of onboarding
The Onboard phase of the talent lifecycle is all about checking the administrative requirements while delivering a positive candidate experience (in the lead up to their first day and throughout their assignment).
Increase redeployment and candidate satisfaction
The Nurture phase of the talent lifecycle is all about building long-term relationships, making the most of your existing database, and leveraging reviews and referrals, to ultimately build a talent community.
