{"id":75906,"date":"2022-10-05T09:00:50","date_gmt":"2022-10-05T08:00:50","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=75906"},"modified":"2022-11-03T20:57:23","modified_gmt":"2022-11-03T20:57:23","slug":"connected-recruiting-attract-and-convert-more-candidates","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/connected-recruiting-attract-and-convert-more-candidates\/","title":{"rendered":"Connected Recruiting: Attract and Convert More Candidates"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">In the midst of today\u2019s unprecedented talent shortage, it\u2019s never been more important for recruitment agencies to create a consistently engaged talent pool \u2013 but at the same time, it\u2019s never been more difficult to attract and convert new candidates.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to research from our <\/span><a href=\"https:\/\/www.bullhorn.com\/grid-talent-survey-report\/\"><span style=\"font-weight: 400;\">GRID Talent Survey<\/span><\/a><span style=\"font-weight: 400;\">, 90% of applicants wished the process of finding a job was easier, 50% gave up on a job because the process took too long, and 93% said it was easier to work with online recruitment programs.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The data makes it clear: recruitment agencies need to deliver the <\/span><b>right message<\/b><span style=\"font-weight: 400;\">, at the<\/span><b> right time<\/b><span style=\"font-weight: 400;\">, at <\/span><b>every step of the journey<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is where <\/span><a href=\"https:\/\/www.bullhorn.com\/connected-recruiting\/?LS=Website&amp;LSD=Blog&amp;LA=ConnectedRecruiting_NA_2022&amp;LAD=ConnectedRecruiting_NA_2022&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=connectedrecruiting_na_2022\"><span style=\"font-weight: 400;\">Connected Recruiting<\/span><\/a><span style=\"font-weight: 400;\"> comes in.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To talk about how agencies can attract more candidates with the Connected Recruiting strategy, Bullhorn\u2019s Billy Davis, Product Manager, Automation &amp; AI sat down with Jack Copeland, Co-founder &amp; CEO, <\/span><a href=\"https:\/\/www.staffingfuture.com\/\"><span style=\"font-weight: 400;\">Staffing Future<\/span><\/a><span style=\"font-weight: 400;\">, and Jonathan Langley, Executive VP, <\/span><a href=\"https:\/\/www.nextgengr.com\/\"><span style=\"font-weight: 400;\">NextGen Global Resources<\/span><\/a><span style=\"font-weight: 400;\"> in the <\/span><a href=\"https:\/\/bullhorn.zoom.us\/webinar\/register\/WN_YfGw_gkwTjSayQQ7TzEKLA?L?LS=Website&amp;LSD=Blog&amp;LA=CR_WBN_NA_22_10_19&amp;LAD=CR_WBN_NA_22_10_19&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=cr_wnb_na_22_10_19\"><span style=\"font-weight: 400;\">first of four webinars<\/span><\/a><span style=\"font-weight: 400;\"> on Connected Recruiting, featuring stories and experiences from Bullhorn customers, <\/span><a href=\"https:\/\/www.bullhorn.com\/marketplace\/\"><span style=\"font-weight: 400;\">Marketplace partners<\/span><\/a><span style=\"font-weight: 400;\">, and industry experts.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Read our recap below, or <\/span><a href=\"https:\/\/bullhorn.zoom.us\/webinar\/register\/WN_YfGw_gkwTjSayQQ7TzEKLA?L?LS=Website&amp;LSD=Blog&amp;LA=CR_WBN_UK_22_09_28&amp;LAD=CR_WBN_UK_22_09_28&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=cr_wnb_uk_22_09_28\"><span style=\"font-weight: 400;\">watch the recording here.<\/span><\/a><\/p>\n<h3><b>What are the core components of Connected Recruiting?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Connected Recruiting is a strategy that empowers recruitment agencies to engage talent at every stage of the talent lifecycle, built based on conversations with those in the industry looking for best practices to unlock the benefits of their technology stack. Bullhorn developed this framework to help customers change how they think about <\/span><b>attracting, engaging, onboarding, and nurturing <\/b><span style=\"font-weight: 400;\">talent.\u00a0<\/span><\/p>\n<img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-75907\" src=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/10\/Connected_Recruiting_Branding_V3_cropped-e1663341329220.png\" alt=\"\" width=\"609\" height=\"598\" srcset=\"https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/10\/Connected_Recruiting_Branding_V3_cropped-e1663341329220.png 609w, https:\/\/www.bullhorn.com\/uk\/wp-content\/uploads\/sites\/2\/2022\/10\/Connected_Recruiting_Branding_V3_cropped-e1663341329220-300x295.png 300w\" sizes=\"auto, (max-width: 609px) 100vw, 609px\" \/>\n<p><span style=\"font-weight: 400;\">Connected Recruiting is all about combining technology, your team, and best practices from the industry to have all these phases working together. The goal is to have each stage flow seamlessly into the next to create one continuous talent pipeline.<\/span><\/p>\n<h3><b>What is the attract phase?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Attracting candidates is the first phase of the talent lifecycle; it\u2019s all about pulling talent in through different channels and following up right away to ensure they don&#8217;t slip through the cracks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In the attract phase, there are a few key considerations:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How do you attract people to your website? To your job advertisements?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How is your team currently measuring the success of job boards?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">How are you currently taking action on and communicating with talent from job boards?<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Can you automate any of your initial interactions with job board candidates?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Mastering this phase means getting more out of your job board spend, doing more with less, and improving your candidate experience from the start.<\/span><\/p>\n<h3><b>What are some strategies to attract candidates?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Attracting candidates begins with your <\/span><b>job board<\/b><span style=\"font-weight: 400;\"> and your <\/span><b>website<\/b><span style=\"font-weight: 400;\">, said Copeland, and within those two interfaces are different forms of traffic:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Organic traffic<\/b><span style=\"font-weight: 400;\">, including Google, Bing, and Indeed organic traffic, as well as organic aggregator traffic.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Paid traffic<\/b><span style=\"font-weight: 400;\">, like programmatic paid spend from traditional methods like Indeed or ZipRecruiter.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Direct paid spend<\/b><span style=\"font-weight: 400;\"> from social sources.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Agencies can also look to attract candidates through coordinated social media and email campaigns.<\/span><\/p>\n<h3><b>What can be done to increase interest in roles?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Using your database is essential in increasing candidate interest, said Langley. NextGen has found success through creating targeted campaigns around job-specific skill sets. Searching for candidates within their own database and then sending them targeted job information has provided great returns, including click rates of up to 60%.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Persistence is also crucial, Langley said: \u201cThis isn\u2019t a one-and-done. It\u2019s a true campaign.\u201d Adjusting your messaging is also important; if one campaign doesn\u2019t work, it\u2019s important to learn why and adjust for the future.<\/span><\/p>\n<h3><b>How can data and content help attract candidates?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">\u201cTargeting the audience at any level is the best way to focus on getting the best conversion,\u201d said Copeland. It\u2019s one thing to attract users to your website, but converting candidates depends on showing them the right information at the right time.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cWhatever you&#8217;re doing for any of these different elements, whether it\u2019s emails from your database, whether it\u2019s social, whether it\u2019s paid \u2013 you\u2019ve always got to be thinking, \u2018How relevant is the way that I broadcast, and what I broadcast, to the talent I\u2019m seeking?\u2019\u201d\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When it comes to attracting candidates, it\u2019s also helpful not to ask for something right away but rather to build a relationship by providing something of value, like content. This can ultimately help improve conversion rates.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Langley\u2019s recruiters engage with candidates by sharing content on LinkedIn and Facebook that isn\u2019t strictly about jobs. Said Langley, \u201cIf you\u2019re only broadcasting positions, then that\u2019s all you do.\u201d Instead, Langley\u2019s team looks to attract candidates by sharing information about specific segments and skillsets and using this thought leadership to build a community. This is particularly helpful for smaller agencies, added Copeland, who have the advantage of being more dynamic in producing content.<\/span><\/p>\n<h3><b>How can agencies convert candidates?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">\u201cPeople tend to view conversion as one thing,\u201d Copeland said. They strictly look at leads, he said, without acknowledging that the attract phase is ongoing. Attracting candidates includes engaging with website users and trying to work them into the funnel in the first place, by, for example, capturing emails through gated content. If a user isn\u2019t ready to apply to a job immediately, at least you have their information and can continue to reach out, so they know where to go when they are ready.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Easy application processes are also important. Suppose your application process is quick and user-friendly. In that case, you\u2019re more likely to have a higher application conversion rate, added Copeland, but the more convoluted your process is, the higher the chance is for conversion rates to drop off.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Copeland highlighted the high conversion rates of various organisations leading the gig economy, and replicated their simple process \u2013 which just requires a user to submit their email address, first name, and last name \u2013 for a number of clients using <\/span><a href=\"https:\/\/www.bullhorn.com\/products\/recruitment-automation\/\"><span style=\"font-weight: 400;\">Bullhorn Automation<\/span><\/a><span style=\"font-weight: 400;\">. With just this information, Staffing Future can remind those users to fill out an application, send them relevant information, and continue to nurture their talent pool.<\/span><\/p>\n<h3><b>What role does Bullhorn Automation play?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">\u201cOne of the ways we capitalise on automation is by building campaigns that are specific to skill sets, as well as to recruiters,\u201d said Langley. They direct candidate engagement alerts not to the entire company, but to select recruiters working within that candidate\u2019s specific skillset. It\u2019s then up to the recruiters to take action quickly: \u201cIn today\u2019s market, the speed to respond to candidates is massively important,\u201d Langley added.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Automation can also help to check in with candidates that haven\u2019t engaged in a while to pull them back into the recruitment lifecycle. Targeted check-in surveys, reminders, follow-ups \u2013 all of these can be automated to ensure that candidates are still in the loop if conversion doesn\u2019t happen on the first attempt.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">NextGen ran a campaign along these lines, reaching out to candidates that hadn\u2019t engaged in the last 15 days, and saw an 82% open rate, received 154 resumes, and had 250 candidates update their information. \u201cAutomation needs to be part of a recruiter\u2019s toolkit to get the job done,\u201d said Langley.<\/span><\/p>\n<h3><b>What\u2019s next for attracting candidates?<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">The future of the attract stage \u2013 and for recruitment websites in particular \u2013 will likely be making the process even more personalised and precise to the user. \u201cA user might land on our website, but it might not be the right time for that message. How do we manage that?\u201d asked Copeland.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">He elaborated that understanding the user is key to tailoring the message and ensuring it reaches them at the right time. Using methodologies like cookies and search histories, agencies can learn if users are active or passive job seekers, new or returning users, or even prospective clients. Information, like open jobs or new blogs, can then be tailored to that particular user\u2019s needs. Added Copeland, \u201cIt\u2019s that level of sophistication that I think the industry is moving towards, and we already see it in other walks of life.\u201d<\/span><\/p>\n<hr \/>\n<p><i><span style=\"font-weight: 400;\">Want to learn more about the next steps of Connected Recruiting? <\/span><\/i><a href=\"https:\/\/bullhorn.zoom.us\/webinar\/register\/WN_YfGw_gkwTjSayQQ7TzEKLA?L?LS=Website&amp;LSD=Blog&amp;LA=CR_WBN_UK_22_10_19&amp;LAD=CR_WBN_UK_22_10_19&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=cr_wnb_uk_22_10_19\"><i><span style=\"font-weight: 400;\">Join the remaining episodes of our webinar series<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, and <\/span><\/i><a href=\"https:\/\/www.bullhorn.com\/connected-recruiting\/?LS=Website&amp;LSD=Blog&amp;LA=ConnectedRecruiting_UK_2022&amp;LAD=ConnectedRecruiting_UK_2022&amp;utm_source=blog&amp;utm_medium=website&amp;utm_campaign=connectedrecruiting_uk_2022\"><i><span style=\"font-weight: 400;\">dive into the full strategy here.<\/span><\/i><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In the midst of today\u2019s unprecedented talent shortage, it\u2019s never been more important for recruitment agencies to create a consistently engaged talent pool \u2013 but at the same time, it\u2019s never been more difficult to attract and convert new candidates.\u00a0 According to research from our GRID Talent Survey, 90% of applicants wished the process of [&hellip;]<\/p>\n","protected":false},"author":456,"featured_media":76048,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"categories":[583,585],"tags":[],"class_list":["post-75906","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-staffing-technology","category-tips-tricks-and-how-tos"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin 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