ASA Central Network

communities_1.jpg
  • 1.  Prospecting current applicants instead of new applicants

    2020 Staffing World Attendee
    Posted 02-03-2021 11:39

    Recently I have noticed many of our recruiters jumping on new applicants that apply, and not contacting applicants we already have in our ATS. The applicants seem to get lost in the process so they resort to calling new applicants. I think having a set calling plan for each day will be efficient to ensure not everyone is focusing on just new applicants so we are calling through those who have been in our system longer. 

    I would love to hear some tips and ideas you have that we can do to help our recruiters to utilize those we already have in our system? 



    ------------------------------
    Rachel Telinda
    Human Resources Specialist
    Staffanation
    Fairfield OH
    (513) 829-7764
    ------------------------------

    Avionte post ad


  • 2.  RE: Prospecting current applicants instead of new applicants

    Posted 02-04-2021 09:06
    I completely agree. The shiny new object always gets the most attention. I'm looking forward to hearing about re-engaging with existing candidates. Let me ask other respondents. Are you have increasing difficulty getting candidates to return phone calls, email or texts? It seems the more methods we have to communicate the less we do so. Frustrating!

    ------------------------------
    Neil Whitman
    Chairman/Founder
    Dunhill Staffing Systems
    Mt Pleasant SC
    (843) 270-9834
    working remotely
    ------------------------------

    Avionte post ad


  • 3.  RE: Prospecting current applicants instead of new applicants

    2020 Staffing World Attendee
    Posted 02-04-2021 09:11
    Hi Neil,

    I couldn't agree more. 

    In response to your question, we have noticed the same as well. I have found that texting seems to get more responses out of anything. "Ghosting" is very high across the board though for all those methods of communication.

    ------------------------------
    Rachel Telinda
    Human Resources Specialist
    Staffanation
    Fairfield OH
    (513) 829-7764
    ------------------------------

    Avionte post ad


  • 4.  RE: Prospecting current applicants instead of new applicants

    Posted 02-05-2021 08:48
    Edited by Jay Mattern 02-05-2021 08:49
    Hi Rachel. Some things for your consideration:

    • Have you discussed this with your recruiting team(s)? What is their reasoning or rationale for favoring new candidates vs. the others?
    • Can you rework your process so that someone else (maybe an administrative role) does the follow up on all newly sourced candidates and your recruiters focus solely on contacting and placing your current applicants that have been fully onboarded?
    • Apparently you have the ability to track this within your ATS. Do the recruiters have daily/weekly goals with regard to placement and candidate contact? Maybe you can establish an objective for them and then use that to drive future performance in the direction you desire.
    • Along those lines, you might be able to establish a "point system" where you assign a higher value to people already in the system and a lower one to new people.
    • I'm picking up on your comment that "the applicants seem to get lost in the process." Is the process the real problem and the symptom what you are seeing in terms of your recruiter behavior? It's always important to make sure you determine the real root cause of any supposed problem. 

    Just some random thoughts off the top of my head. Best of luck to you!

    ------------------------------
    Jay Mattern
    CEO
    TerraFirma Marketing
    South Bend IN
    (574) 213-3855
    ------------------------------

    Avionte post ad


  • 5.  RE: Prospecting current applicants instead of new applicants

    Posted 02-06-2021 17:05
    Hi Rachel, have you discussed this issue with your ATS vendor? Might be time for some refresher training for your team on how to better search for candidates and organize top talent for keeping in touch via the built-in CRM capabilities such as broadcast text or mass email. Every recruiter should have a "hot list" of candidates and pipelines for desired skill-sets not just for quick placements but for driving referrals and promoting opportunities to your network. A strong ATS will have tools to support these capabilities so the first place recruiters look is to your own database.  Hope this helps.

    ------------------------------
    Sylvia Dahlby
    Rainmaker
    SmartSearch
    Oceanside, CA
    (760) 941-2800
    ------------------------------

    Avionte post ad


  • 6.  RE: Prospecting current applicants instead of new applicants

    Posted 02-12-2021 11:50
    It comes down to mindset!!  
    Everyone wants to chase the new and forget about what already exist!!!

    I would discuss with every recruiter the benefits of what they have in front of them!!
    **Database= Candidate Contact
    **Process= 2 steps ahead of a new contact
    **Time=More Placements
    Sometimes we have to break it down and keep it simple so people realize what the best approach is going to be!!

    Also the Recruiters have to have communication with the candidate!
    Listening and Understanding each other!!
    Its not about how many calls you make, its about engaging the candidate to feel excited about working with your company!!!
    I call it the Beer/Coffee Chat!!! LOL   It works all the TIME!!!!!

    If you would like me to speak to your recruiters and discuss all the advantages of using this method, let me know!
    I do this all the time to help recruiters be the best they can be!!!
    ALWAYS HERE TO HELP!!

    ------------------------------
    Richard Rosner
    Founder-Job Agent
    Staffing Shark
    Lemont Furnace PA
    (724) 880-6760
    ------------------------------

    Avionte post ad


  • 7.  RE: Prospecting current applicants instead of new applicants

    Posted 02-13-2021 15:45
    Hi Rachel - I think it largely comes down to recruiter faith in the ATS/database. If it's not incredibly simple to use, they won't want to use it. If it doesn't contain quality candidates (who are accurately categorized/tagged), they won't want to use it. Recruiters will only want to find new candidates that they can "trust" to be placeable. Finally, if the ATS isn't zealously managed or overseen by someone who really knows it both technically and qualitatively, simplicity and quality will gradually degrade over time, rendering the ATS a hindrance rather than a help. If that happens, no one will want to use it.

    I've seen it both ways - 1) massively customized, insanely robust, feature-packed custom ATS/CRM that required a comp sci degree to interface with: recruiters are overwhelmed and spend more time figuring out how to use the CRM than recruiting from it; 2) off-the-shelf ATS that over a period of years is packed with candidates that aren't accurately tagged, entries that are inconsistent and missing needed data, and useless candidates who aren't qualified for jobs.

    I'd maybe have a conversation with the recruitment team (or check their click logs in the ATS) to see how they are using the database. If the ATS is really functioning properly, you should have the reverse problem - needing to crack down on recruiters putting NEW candidates into the database because they are just coasting off what is already in it.

    ------------------------------
    Sean Barber
    CEO
    Pluto Healthcare Staffing
    Columbus OH
    (513) 600-7331
    ------------------------------

    Avionte post ad


  • 8.  RE: Prospecting current applicants instead of new applicants

    Posted 02-15-2021 12:15
    Hi Rachel - 
    We set up some specific recruiting searches for our talent specialists to run for recruiting to make it easy for them.   For our business, we find that people are open to a new opportunity which happens to be 4 to 6 months after their status was changed to inactive.  In addition, we ask all of our recruiters to do status checks with all of the active employees who are not placed weekly.  

    Here are some other ideas:
    1. Remind your recruiters that candidates who have "ghosted" you or not done well in the past, don't want to let you down.  Candidates will often "disappear" rather than be scolded for something that they have done.  When time has passed, they are more likely to talk to us if we reach out to them.  Create a script to know that you are open to working with them.  
    2. Teach your recruiters it is easy for candidates to find another opportunity so it is easier for them to start fresh than to know they let you down.  
    3. Target your communication to what each candidate wants specifically - don't do a blast every day or every week that doesn't apply to that person. Make it personal.

    You could figure the time/cost for aquiring a new employee versus reactivating someone in your database.  Involve a few champions of the company to figure out a way to shift the change in thinking that works for your culture.  

    You might also want to do a gut check with your leaders.  What are they preaching or praising?  That is what is going to get focused on.  
    Best of luck!

    ------------------------------
    Sara Luchsinger PHR, CSP
    Vice President, Organizational Development
    SEEK Careers / Staffing Inc.
    Grafton WI
    (262) 377-8888
    ------------------------------

    Avionte post ad