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GLR can:
Help you construct an overall CRM plan.
Train recruiters on how to build relationships with candidates.
Identify and help integrate the software applications you may already have into the CRM process.
Whether we are swamped with resumes or have only a handful, we are still faced with the need to evaluate and recommend people to hiring managers. We know that we learn more about a person over time as we engage in conversations and activities with each other. We also know that frequent contact and information all help to inform the candidate about what our organization is all about.
Unfortunately, the twentieth-century recruiting processes most of us use don`t allow us to build a relationship. They only give us access to whatever information is on a resume unless we make a phone call or schedule an interview.
We need to leverage technology to help us create a relationship between the organization and the candidate. Communicating with candidates, developing a marketing strategy to targeted candidates, and having the ability to screen candidates for skills, cultural fit, and general abilities has becomes more and more important. This collection oif technologies is often call CRM (the traditional meaning of which I slightly change and call "candidate relationship management" as opposed to the usual customer relationship management). It is built on the underlying principles of sales effectiveness, customer service, and marketing.
Keeping track of details about your candidates or customers is always important. It is also directly proportional to your success. Referral programs work mainly because of the relationship that exists between a potential hire and a current employee. The more you know about a candidate, the more you can offer them in personalized service, and the more specifically you can market to them - the more successful you will be.
Good candidates are scarce and it is a shame to ever lose track of a single potentially good candidate.
Source:
http://www.glresources.com/276.html
Help you construct an overall CRM plan.
Train recruiters on how to build relationships with candidates.
Identify and help integrate the software applications you may already have into the CRM process.
Whether we are swamped with resumes or have only a handful, we are still faced with the need to evaluate and recommend people to hiring managers. We know that we learn more about a person over time as we engage in conversations and activities with each other. We also know that frequent contact and information all help to inform the candidate about what our organization is all about.
Unfortunately, the twentieth-century recruiting processes most of us use don`t allow us to build a relationship. They only give us access to whatever information is on a resume unless we make a phone call or schedule an interview.
We need to leverage technology to help us create a relationship between the organization and the candidate. Communicating with candidates, developing a marketing strategy to targeted candidates, and having the ability to screen candidates for skills, cultural fit, and general abilities has becomes more and more important. This collection oif technologies is often call CRM (the traditional meaning of which I slightly change and call "candidate relationship management" as opposed to the usual customer relationship management). It is built on the underlying principles of sales effectiveness, customer service, and marketing.
Keeping track of details about your candidates or customers is always important. It is also directly proportional to your success. Referral programs work mainly because of the relationship that exists between a potential hire and a current employee. The more you know about a candidate, the more you can offer them in personalized service, and the more specifically you can market to them - the more successful you will be.
Good candidates are scarce and it is a shame to ever lose track of a single potentially good candidate.
Source:
http://www.glresources.com/276.html
