At risk of sounding like a wily recruitment veteran, there are three certainties in life: death, taxes, and staff turnover. Therefore opportunity always exists for recruiters (including for those recruiting in the non-profit sector).
The problem is that while staff turnover is inevitable, it can be really difficult to predict. It isn’t a regular or seasonal resource, there’s no renewal cycle, it tends to happen quite sporadically.
Long-serving employees can leave out of nowhere and need replacing, investment could be won, or conversely there could be redundancy restructuring. Or the company could even be facing a new technology project and have a compelling need for specialist resources.
This is why so much of recruitment relies on relationship building and gathering insights, as the window of opportunity is so small. When there’s no recruitment need, these same businesses want nothing less than to be contacted by a recruiter over the phone — it’ll often result in a big fat DNC on that account!
When an opportunity does arise, this process needs to be managed very closely on both the client and candidate side. Recruitment budgets can disappear, job specs can change, candidates can go wandering, and lapses in communication often result in anxiety, which can jeopardise the placement.
So bearing that in mind, there are two main technology challenges in recruitment:
And then
How do I use tech to manage the recruitment process?
There are, of course, disparate solutions for these two distinct challenges, but very rarely will you find an integrated solution that takes care of both.
Using Salesforce as an Applicant Tracking System
If CRM were a sport then Salesforce would be the heavyweight champ. But when it comes to the recruitment space, even Salesforce won’t go the distance, at least not out of the box.
Firstly, you’re dealing with both employers and candidates, two denmark telephone number completely different types of prospect. One of these has a company name, a hiring manager, a budget holder, deadlines, stakeholders; the other has none of these, they’re an individual.
While managing employers is feasible on Sales Cloud, many Salesforce users opt to build custom objects for Candidates, with a series of complex processes and workflows to follow. Managing Candidate relationships may be possible in this way, but it’ll take some serious development work to track the full application process from initial CV upload through past the second interview.
That’s why it makes sense to either integrate your ATS with Salesforce or, even better, use a Salesforce-native ATS. Applications like Bullhorn for Salesforce enable you to utilise all the relationship management, workflow, and automation benefits of Salesforce, while offering a better candidate experience, with application tracking portals and real-time closed communication with their recruiter.
Pardot helps you strike while the iron is hot
ATS provides a brilliant way of managing all stages of the opportunity, but
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