As the economic landscape shifts, recruitment agencies may be struggling to keep up with the rising prices. Agency owners are now looking for ways to get more value from their existing tools and databases – so how exactly can that be achieved with clean data and an optimised internal CRM?

Saving Money with an Optimised Internal CRM

It’s no secret that using your own internal CRM is one of the most cost-effective recruitment methods, especially if your databases are filled with clean data on both candidates and clients.

With an optimised CRM, the need to rely on external – and therefore, less cost-effective – databases such as job boards is significantly reduced.

Not to mention, with your internal CRM you know precisely which information is being collected and so you can use the information to streamline recruitment workflows, improve candidate experience, and exponentially boost your candidate acquisition efforts.

While healthy data can help launch a recruitment agency to success by streamlining and optimising every aspect of the candidate experience, unhealthy data can actually be damaging to an agency’s reputation.

Challenges with Traditional Customer Relationship Management

More and more we’re seeing recruiters struggling to update their CRMs in real-time, one part because they’re busy working on revenue-generating tasks but sometimes because of a lack of access, understanding, or training

And the reality is, a lot of data collected by recruiters is either redundant or outdated. So if maximising the performance of your internal CRMs is vital for success, why does it take so many people years to do it?

Well, it’s because traditional CRMs have a few issues at their core that make them less effective in comparison to external resources.

Clunky UI

Traditional UI’s aren’t user-friendly or intuitive, in fact, they often have a long learning curve as well as frustrating user experience.

How are you supposed to remember all of the information stored on your CRM if its own database is something of a labyrinth? Thanks to CRMs like Bullhorn, you don’t have to.

Out-of-date candidate information

Information collected by recruiters often doesn’t meet the needs of the agency, especially when a candidate’s contact details are wrong or their experience has changed since their last interaction.

Constant communication is vital to making placements and with so many candidates to place, it can be difficult to keep track of who you’re contacting next and what exactly it is they’re looking for.

By automatically sourcing notes during calls, recruiters can ensure there is a personal history attached to a candidate, enabling a personalised approach but also building out candidate profiles for recruiters to use in future interactions.

This additional qualifying information that wouldn’t otherwise be recorded can assist you in placing candidates in jobs based on cultural expectations. Through this, recruiters can cultivate an optimal candidate experience as it prevents double calls from the same agency enhancing the candidate experience.

From this, we see a real key advantage of using your CRM data because it enables you to record any contact made with candidates and clients.

Ineffective Search Functionality

Moreover, the search capabilities of most internal CRMs aren’t as powerful as those available with rectech solutions on the market and so finding the right candidates for the job isn’t always easy.

The above are just some of the reasons why many companies that are well served by traditional CRMs are so out of date when it comes to hiring.

Having an optimised CRM filled with rich data allows recruiters to execute better searches and have high-quality candidates returned to them at the click of a button. By circumventing the need for external databases, recruitment agencies can continue to lower candidate acquisition costs while substantially driving ROI.

So why is clean data so important to internal CRMs?

Your internal database is filled with candidates you’ve personally contacted and cultivated relationships with, people you have a personal rapport with and can tap into at any time.

Effectively, an internal CRM is your agency’s personal black book but other benefits include:

●Instant access to an entire history of candidate profiles, skills, CVS, call information and internal recruiter notes, allowing for improved hyper-personalised outreach.

●Time and effort have already been spent acquiring the data and in some cases, it’s unique data other agencies don’t have access to.

Maximising Placements From Your CRM With SourceBreaker

Agencies tend to seek out external databases instead of their own internal CRMs because of how their own datasets and databases are structured but SourceBreaker cuts through this, searching against both the structured and unstructured datasets and ensuring only the best match candidates are uncovered with just a few clicks.

In the instances you do need to search externally, SourceBreaker enables recruiters to parse candidates from any external database – into the CRM – with all of the candidate information, job title, skills, and experience being added frictionlessly.

To keep your competitive edge, the SourceBreaker platform automatically adds synonyms to ensure all relevant candidates are returned without the need for time-consuming, manual searches being built out by recruiters.

Maximum CRM Performance & Lowered Costs

Cost-effective is one way to look at it but essentially, it’s free candidate acquisition at its finest because all of the unique data you’re using, is data that’s yours.

If that’s not a competitive edge, we don’t know what is. For more recruitment hacks, tips and tricks, check out our most recent eBooks!

Automating a flawless candidate experience can help consultants and agencies edge out the competition by generating an optimal experience every time.

And in talent-short markets, ensuring a high-quality candidate experience can be the difference between success and failure.

Across all recruitment markets, finding the right candidate is only ever part of the puzzle in piecing together a placement and building a successful brand.

As well as the tools and know-how to locate applicant profiles, recruiters also need to be able to consistently deliver an outstanding experience for both active and passive job-seekers in their sectors – tailoring their communication, timing and content to match candidate needs.

But staying on top of every detail is hard work – and even harder as businesses scale up their teams and workflow volumes.

With only manual processes to depend on, cracks soon start to show, and important candidate details and touch-points get lost in the whirlwind of busy agency life.

In contrast, agencies who use automation to repeatedly deliver a first-class experience to their candidates develop the relationships, brand trust and referral networks to out-perform their competition time and time again.

Wondering how automation can make a difference? Here are five ways to win!

Focus on Candidate Relationships

Automating manual tasks across the recruitment process frees up consultants’ time to actually engage with candidates, building rapport and establishing valuable human relationships that ‘time poor’ agencies struggle to develop.

By using technology to automate and accelerate repetitive tasks and low-skill processes, agencies create more time for their teams to invest in quality candidate partnerships that pay back in both the short and long terms.

Communicate Effectively & Consistently

Smart technology platforms provide recruiters with prompts, alerts and triggers, allowing them to engage candidates at the right times with the right message.

Outreach could be triggered by recent news events or market shifts, or by updates made to candidates’ profiles or job-seeker status.

By letting automation scan the market and spot the change signals in the market, recruiters gain the ability to get in touch with candidates at the most relevant times, spiking response and engagement rates.

Maintain Candidate Engagement

While proactively contacting candidates at the right time is important, recruiters also need to make sure that they’re the first people that candidates reach out to when they’re ready to explore new opportunities.

For a recruiter in a low-tech environment, maintaining hundreds of high-quality relationships is extremely difficult.

Without automation systems, it’s almost inevitable that placeable candidates will fail to reach out to their recruiter if they haven’t had recent, relevant contact from them in a while.

In tech-driven agencies, however, automation ensures that both the agency and recruiter personal brand is continually visible to talent communities, positioning specialist recruiters as the first point of consultation for candidates kicking off a job search.

Auto-Pilot Candidate Matching

Automated candidate-placement matching technology doesn’t only enable recruiters to reach candidates when they signal that they’re ready for a career move.

By leveraging this tech, you can ensure consultants can instantly connect candidates with job vacancies across their client network and wider market – even when they’re not actively working to fill those roles.

With the use of automated vacancy scanning and candidate searching tools, niche recruiters can effortlessly spot and create matches between their candidate networks and live vacancies. This additional placement revenue generated from auto-matches adds to your team’s traditional search income and recruiter productivity.

Leverage Data & Actionable Insights

A crucial part of effective relationship-building is storing and accessing data on previous interactions, ensuring a fluid, continuous experience for candidates either with a single or multiple recruiters.

Technology which automatically populates and updates candidate profile data drives informed, up-to-date interactions, building trust and credibility.

Complete and accurate candidate data also enables more robust and accurate searches, which leads to more targeted outreach, higher quality conversations and ultimately higher ROI on recruiter time spent in candidate conversations.

Interested in finding out more about SourceBreaker? Request a demo today.

TL;DR Key Takeaways

Automation technology can help recruitment agencies provide a flawless candidate experience, which is crucial in talent-short markets.
Automating manual tasks frees up consultants’ time to build valuable human relationships with candidates.
Smart technology platforms allow recruiters to communicate with candidates at the right times with the right message, increasing response and engagement rates.
Automation ensures that recruiters’ personal brand is continually visible to talent communities, positioning them as the first point of consultation for candidates.
Automated candidate-placement matching technology allows consultants to instantly connect candidates with job vacancies, increasing placement revenue and recruiter productivity.
Storing and accessing data on previous interactions with candidates leads to more targeted outreach, higher quality conversations, and ultimately higher ROI on recruiter time spent in candidate conversations.

Month: October 2022

Leveraging Internal CRMs for Cost-Effective Recruitment