For businesses, relationships are essential. It’s equally true in the case of customers and candidates. Only if you have a good relationship with the customers will you be able to close deals or sell products and generate repeat business. Similarly, only if you have a good relationship with prospective candidates will you attract the right talent and keep them for long.
Like how customer relationship management software helps companies maintain a healthy relationship with customers, a recruitment candidate relationship management (CRM) software enables HR managers and recruiters to attract and retain the best talent.
Candidate relationship management is a method of managing and improving the relationships with current and potential candidates. It’s an approach towards improving candidate experience throughout the entire recruitment cycle.
In other words, CRM is a set of processes that help the human resources department attract, engage, and retain the right talent by nurturing authentic relationships with them over a period of time.
An average US employer spends around $4000 and 24 days to hire a new employee, making recruitment CRM a critical recruitment tool. It’s similar to customer relationship management, except for the fact that it’s for candidates. It helps set up a structured process for maintaining a positive relationship with past, current, and potential candidates.
Recruitment CRM help create a talent pipeline that’s useful for the recruitment process. Such a talent pipeline will include former candidates, passive candidates, and active candidates. It will also have different types of candidates, such as full-time employees, gig workers, and hourly employees.
Candidate relationship management software is known by different names, including recruitment CRM software, candidate experience software, recruitment marketing platform, and candidate relationship management system.
In essence, it helps HR professionals to automate the communication process with candidates, improve candidate experience, and increase their engagement. It’s a relatively new kind of recruitment software that’s gaining popularity in talent acquisition.
In short, recruitment CRM software help HR professionals to:
While some software vendors integrate recruitment CRM within their talent acquisition suites, most vendors offer recruitment CRM as a standalone solution that can integrate with your existing recruitment tools such as HRIS and engagement software.
Irrespective of whether it’s integrated within another software application or it’s standalone, here are some of the common components of a recruitment CRM:
Candidate relationship management isn’t the same as the applicant tracking system (ATS). An applicant tracking system helps optimize the hiring process. It acts as a repository that allows hiring managers and recruiters to create and post job openings and collect and organize applications. It’s also used to screen, evaluate, and move candidates through the different hiring steps.
On the other hand, a recruitment CRM is a tool that helps recruitment professionals to build and maintain relationships with candidates while maintaining the entire hiring process. Simply put, the fundamental idea behind a recruitment CRM is managing candidates as if they were customers.
In short, an ATS is a workflow tool that makes it effortless to manage applicants, whereas a CRM system helps manage active and passive candidates. However, depending on the software you choose, an ATS might have the functionalities of a CRM. If not, ensure that the CRM you choose can easily integrate with the existing ATS.
Human resources teams can save time and money and get the best possible candidates with the help of a recruitment CRM. Unlike an ATS that helps recruiters organize and access candidate information, a recruiting CRM helps build positive relationships with candidates, expand talent pipelines, and hire faster.
The following are some of the benefits of having candidate relationship management software.
Attracting top talents alone won’t do the trick. Instead, there should be organic communication with them to maintain them. This is nearly impossible if you have to send messages manually. A candidate relationship management system can automate the communication part, therefore lowering the hiring time. Most CRMs can automate email campaigns to inform candidates about new job openings, recruitment drives, and company events.
Due to the nature of the recruitment process, different candidates will be at various stages of the process; in other words, it’s dynamic. This means that the level and type of interaction with different candidates will be different.
Without a recruitment CRM in place, this will be a nightmare for HR professionals as manually initiating engagement activities with different individuals at different stages is challenging. A CRM can also speed up the recruitment process and even categorize candidates based on their skills, education, and experience.
People tend to react more to personalized messages. Using recruitment CRM, you can send out personalized messages to candidates, increasing the chances of them thinking about you when they’re ready to apply for a job.
Some of the marketing content that can be sent include:
Candidates that aren’t actively looking for job opportunities are called passive candidates. This means they have started working in other companies, are self-employed, or are pursuing some other type of profession.
Passive candidates constitute the majority of candidates. Therefore, it’s crucial to maintain a positive relationship with them, which recruitment CRM systems can help you with. Doing so will allow you to be the first company that crosses their mind when they are ready for a job change. Of course, this might not happen immediately but may occur in the near future.
Without talent CRM software, you’ll have to rely on a traditional job posting tool and pray that candidates will apply for the posted job roles. This method is inefficient, ancient, and time-consuming.
A hiring CRM is like a marketing tool, but for candidates. It allows you to manage talent relationships across multiple channels and find the source that brings the most qualified candidates. Instead of posting job ads and waiting for candidates to apply, CRM tools allow you to interact with candidates and nurture meaningful relationships.
In other words, it enables you to network with potential candidates on multiple platforms, thereby growing your talent pool. Even if a particular candidate isn’t ready to apply at the moment, they’re more likely to think of the company when the time comes.
Some other benefits of recruitment CRM include the ability to:
Recruitment CRM software makes things easier for recruiters, candidates, and any individual involved in the recruitment process. A recruitment marketing platform makes it possible to entice candidates to apply, unlike a traditional application that can only list job ads.
With recruitment CRM, you can deliver interactive content to candidates, thereby increasing the likelihood of them applying for a position at the company. In short, a recruitment CRM increases the interactiveness of job listing and makes it more approachable for prospective candidates.
The following are some of the top features of a recruitment CRM system.
Artificial intelligence can assist HR professionals with numerous tedious tasks. It can help with parsing applications and advanced search. It can also categorize candidates based on several parameters, which traditional systems might fail to do.
AI-powered search functionality can also help identify previously rejected candidates who might be the best fit for a particular job. Intelligent interview scheduling and automated replying are two other AI-powered features.
Chatbots are an application of artificial intelligence and machine learning. They give candidates the impression that your business is online 24×7 and can help them with frequently asked questions. This can significantly reduce candidate drop-offs and increase the chance of them applying for jobs.
Most talent relationship management software lets you upload and parse candidate resumes. This feature is helpful to make candidate information searchable, hence reducing the time associated with narrowing down the list of candidates.
Such parsing tools extract candidate details such as contact information, educational background, job records, experience, and more. They also allow recruiters to parse candidate information right from their email inboxes.
The recruitment CRM must integrate with your existing recruitment tools for a smooth workflow. This will eliminate the chance of duplicate data and will also make it easier for HR professionals to move candidates through different stages of the recruitment process.
Another aspect of this feature is integrating the CRM with other recruiter tools, for example, LinkedIn Recruiter. This functionality will make it easier to seamlessly transfer LinkedIn candidates to company career pages or other appropriate locations.
With traditional applications, you’re stuck at posting just job ads. In most cases, this won’t attract the best talents’ attention as there are enough opportunities in the market. A recruitment CRM can help you stand out from the crowd using customized landing pages.
Using this feature, you can create individualized pages (and not generic ones) for specific job roles. This will also allow you to display critical information, stats, and benefits to convince the candidate to apply. Landing pages are beneficial for offering candidates more details for most questions they’re likely to have.
The best recruitment CRM allows recruiters to rely on data and not on instincts. Using analytics, hiring professionals and managers can make data-driven sourcing and content decisions. Since CRMs collect vast amounts of candidate data, they can be used to create rich candidate profiles.
Some talent acquisition CRMs also offer intelligent recommendations like the best sourcing channel to post a specific job advertisement or highlight the candidate with the most relevant skills and experience.
Some other features of a talent CRM include:
The first step towards choosing the right candidate relationship management software is listing the must-have and nice-to-have features. This will enable you to opt for an application with the minimum requirements, especially if you’re on a tight software budget.
The next step is to check the vendor support. However powerful the recruitment CRM software is, it will be ineffective without proper customer support. Although 24×7 customer support is the norm, opt for a software application that offers a response in one business day, at the latest. Along with that, check whether there is enough documentation about the software.
You can learn more about the software’s effectiveness by looking at testimonials from existing users on the vendor’s website. You can also check out the software in review platforms to see how responsive the vendor is to customer requests.
You should also consider the aspect of scalability. Your requirements can change at any time in the future. Hence, opting for a recruitment CRM that can manage such changes is essential. Likewise, request a free trial or demo to better understand the software solution before making any significant investment.
Lastly, don’t fall into the trap of excessive features. Although extra features are good in a sense, it will be a waste of resources if you don’t use them. If you’re unsure about the number of features you require, start with the minimal features and add on as you go.
Choosing your company's Recruitment CRM software is a complex process. To help HR departments compare and benchmark all Recruitment CRM software, we have selected a list of 39 companies providing SaaS tools for HR.
Recruitment CRM software is often combined with other HR functionalities. If your company is in need of complementary HR features, make sure to take a look at those frequent combinations:
Recruitment teams use a recruitment candidate relationship management (CRM) system to build and maintain relationships with passive and active candidates. It’s beneficial for expanding the talent pool and lowering hiring time and costs.
CRM in recruitment stands for candidate relationship management.
Some of the critical features of a recruitment CRM include:
A candidate relationship management system enables recruiters to build and nurture positive relationships with candidates. It enhances candidate experience and speeds up the recruitment process. Just like how CRM helps manage customer relationships, a recruitment CRM helps maintain candidate relationships.
An ATS is a candidate repository to store, organize, and access candidate information. In contrast, a CRM is used to nurture meaningful relationships with candidates that translate to higher employee retention in the near future.
The candidate experience can be broadly defined as the series of interactions a potential candidate has with the recruitment team of an organization. Such interactions may include branding messages, emails, and messages from recruiters. It can also be defined as a potential candidate’s experience of interacting with a company.
A recruitment CRM can speed up the hiring process and provide high-quality candidates in the process. More precisely, a recruiting CRM can help HR teams to:
A recruitment marketing strategy is a proactive recruitment approach. It involves making a company’s workplace culture, benefits, plans, and more visible to the candidates to attract top talents.
Some of the most common recruitment strategies are:
The recruitment industry closely benefits from most technological advancements. Here are some of the latest trends in the field of HR and recruitment: