{"id":58934,"date":"2017-05-10T06:24:45","date_gmt":"2017-05-10T10:24:45","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=58934"},"modified":"2019-03-01T21:19:55","modified_gmt":"2019-03-01T21:19:55","slug":"3-ways-data-can-fuel-your-candidate-engagement-strategy","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/3-ways-data-can-fuel-your-candidate-engagement-strategy\/","title":{"rendered":"3 Ways Data Can Fuel Your Candidate Engagement Strategy"},"content":{"rendered":"

In this two-part series, we’re exploring the ways in which data enables you to deliver a top-notch candidate engagement strategy.\u00a0<\/em><\/p>\n

In Part 1<\/a>, we discussed the importance of developing a <\/span>candidate engagement<\/span><\/a> strategy, and how it can ultimately impact the future of your business. Check out Part 1 here<\/a>. <\/span>Below, we share additional key actions you can take today with data to ensure your implementation of that strategy is a success. <\/span><\/p>\n

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Apply a\u00a0Personal Touch<\/b><\/h2>\n
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Adding a personal touch to your candidate engagement plan is what will set your agency apart from the competition \u2014 and data can help you go above and beyond. Know your candidate pool and arm yourself with the information you already have in your database. <\/span><\/p>\n

Some groups to focus on:<\/strong><\/p>\n

1) Current Contractors<\/b><\/h3>\n

By having visibility into who is currently out on contract now, and who is nearing the end of that contract, you\u2019ll be ready to redeploy your top performers. Get to know this group a bit more with data. For example, are there any current contractors that are consistently redeployed or are strong performers?<\/span><\/p>\n

2)\u00a0<\/b>#1 Hires<\/b><\/h3>\n

This is your star group. Use data to determine if there are any jobs that are consistently being filled by this group, so you\u2019re ready to redeploy these #1 hires when they\u2019re available again.<\/span><\/p>\n

It\u2019s important to keep in mind, however, that just because someone has been redeployed frequently, it doesn\u2019t necessarily mean they\u2019re your top performer. In the next section, we share a few key pieces of data you can look at to determine who fits into this group.<\/span><\/p>\n

3) Unsuccessful Candidates<\/b><\/h3>\n

Data can be used with these candidates to try and understand what makes them unsuccessful. See if you can\u2019t find any trends. <\/span><\/p>\n

4) Inactive Candidates<\/b><\/h3>\n

Take a look at your historical communication with this group. You might be able to find some trends here as well that indicate why these candidates are inactive.<\/span><\/p>\n

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Focus and Prioritise<\/b><\/h2>\n
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If you\u2019ve never implemented a candidate engagement strategy before, it might be difficult to narrow your focus and prioritise your efforts. First and foremost, it\u2019s important to understand which candidates in your database are your strongest. Which candidates are performing well and have the highest margins? What are the margins of candidates who are consistently being redeployed? Which candidates aren\u2019t being redeployed, but should be!<\/span><\/p>\n

Dig into your database to uncover your strongest performers. As you do so, a few metrics you should look at include:<\/span><\/p>\n