Building your talent pipeline

Topics: recruitment marketing, talent pipeline, text message recruiting

Posted by Jennifer Henley, PHR & SHRM-CP on Mar 25, 2021 10:22:49 AM

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As every one of us involved in recruitment marketing and talent acquisition knows, it all starts with TALENT. Getting the right people on board is a complex and ongoing challenge. Therefore, building a pipeline of candidates goes a long way toward helping you reach your goals. In this post, we’ll talk about why you need a talent pipeline strategy, what the advantages are and how you go about building and engaging candidates who have opted into your pipeline

1. What is a talent pipeline?

You’ve probably seen the following stat:
Only 25% of the workforce is actively looking at any given time, but 85% is willing to talk.

And you probably know that you need to reach out to both active and passive candidates if you are going to meet your hiring goals. After all, there is a pretty huge number of passive candidates that you could convert into applicants with the right messaging and nurturing. That’s why it is key to build your talent pipeline.

A talent pipeline is a collection of candidates that are engaged and can be easily contacted when relevant roles become available. They could include any of the following:

  • Candidates that your team has sourced
  • Leads from careers fairs or events
  • Unsuccessful applicants that you’d like to re-engage
  • People who signed up for your Talent Network
  • Individuals from diversity initiatives, executive or corporate searches
  • Job seekers who visited your site but left without taking action
  • Candidates who were referred by current employees
  • Current employees who may be ready for a promotion
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Candidate recruitment: the 411 on txt

Topics: text message recruiting, recruitment strategy

Posted by Lisa B. Radloff on Feb 21, 2019 9:00:00 AM

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In a recent Deloitte study, 89% of mobile users reported that they check their phones within the first hour of waking up, with 62% claiming to look at their phones within 15 minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns can also be leveraged as a powerful recruiting tool.

Numbers tell the story.

According to TextRecruit, recruiters using text messaging are achieving 99% open rates and 28% response rates, with average response time under 15 minutes. So, how do you craft your messaging and manage a text campaign? What are key rules and best practices associated with text message recruiting?

Optimal length. The Global System for Mobile Communications, which sets the standards
for the global mobile market, standardized 160 characters for the length of a text message across all carriers. However the ideal, industry-standard length for a recruitment text message is 100 characters or less. Here is a sample text recruiting message:

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Brevity. In text recruiting, concise content is king. This is not an online job posting or an email communication; your goal is to craft a brief message with basic facts, and always include a link for candidates to follow up. Text message links typically direct candidates to a landing page promoting an event, an RSVP portal or directly to your ATS to apply.

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Part 3: Simple Mobile Strategies to Connect with Candidates

Topics: mobile recruiting, text message recruiting

Posted by Matt Adam on Sep 22, 2016 9:00:00 AM

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We’ve discussed the importance of mobile and made sure our career site is mobile-friendly. Now, it’s time to generate some traffic!

The mobile device and all that comes with it – text, e-mail, social media, search, apps – is how people stay connected nowadays. It’s also how they are searching for jobs. Here are some simple mobile strategies to help you connect to top talent.

Texting

A recent Pew Research Report showed that behind taking photos, texting was the number one activity on smart phones – certainly not a surprise, especially to those of us who are parents. The reality is that, to market to candidates, you’ve got to communicate with them via their preferred method. For many, that is increasingly text messaging.

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Get the message: it’s a new age of candidate recruiting

Topics: mobile recruiting, text message recruiting

Posted by Lisa B. Radloff on Aug 4, 2016 9:00:00 AM

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In a recent Deloitte study, 78% of mobile users reported that they check their phones within the first hour of waking up, with most claiming to look at their phones within five minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns are now becoming a powerful recruiting option. 

The numbers are impressive.

According to Beyond.com, text message recruiting reports an astounding 97% average open rate and 30% average response rate within the first hour. In a recent campaign, an NAS client, needing to hire for many openings at a Call Center, logged 300 responses in just three hours.

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