Once a recruiting event is over, it is now the most crucial time to set communication expectations and continue good impressions. Find out what you can be doing to ensure your after event rituals are up to par with current recruiting event trends.
Applicant Tracking Systems (ATS) and Candidate Relationship Management (CRM) systems are frequently used by recruiting teams. The difference between ATS and CRM includes an ATS’s ability to track submissions of those who have applied and a CRM services the relationship between the company and the applicant. According to Capterra, 75% of large companies use an ATS, therefore this is an extremely popular trend. However, effectively tracking candidates with an ATS is the problem.
If used correctly, these systems can save a company thousands and thousands of dollars! For example, a company with eight people can save $10,000 and it only increases when the companies get bigger. ATS is capable of providing the user experience needed to keep candidates engaged after the event as ended. Maintaining constant communication will also help your talent pipeline and eventually your workforce!Learn how you can make your high-volume #RecruitingEvents more successful AFTER the event! @Oleeo_ !Tweet This!
Trends important in the “Before the Event” stage can also be implemented when the events are over.
Text messages -
Texting is a great way to keep in touch with your candidates. In fact, with 81% of adults texting regularly, any form of outreach via their smartphones is a great tactic. Some questions you can ask can be about their experience at the event, if they had any further questions or if their opinion of your company has changed after the event. Using text messaging to follow up after the event also makes your event more personal and capitalizes on one of the key things you need in today’s candidate-driven market – speed!
Imagine having a wonderful hiring event on Friday and calling and emailing throughout the following week to try to schedule an interview, just to find out your dream candidate accepted a job elsewhere. Instead, you can send an SMS Monday morning to schedule an interview and be his or her next employer in days. Texting not only optimizes your recruiting event spend, it allows you to cut your time to hire significantly, saving you internal resources as well.
Social media -
Social media such as Twitter and Facebook can be used to post information about what candidates need to do after the event. Companies are also using it to field questions candidates have about an interview question or where to find information.
Email automation is another highly effective and popular medium companies use to remind candidates of steps they need to take about the application process.Ever wonder what you can do once your #RecruitmentEvent is over? @Oleeo_ has the answers you’re looking for!Tweet this!
The use of applications and on-site software can allow you to collect data and analyze it for future events. From the data based on attendance and application submissions (to name a few), you can determine ROI, turnover rate, interviews per hire at each event, how many application submissions you receive per event and the cost per hire. Taking this all into consideration can help you measure the success of your last event campaign and plan for your next one so your not wasting precious recruiter time.
Using these trends, it’s time to evaluate your own recruitment program and the areas that could be improved upon. A few questions to ponder include:
Are you currently doing enough to keep up with current trends and the changing environment of the candidate-driven market? If you’re ready to beat out the competition for top talent at your next recruiting event, download the Oleeo Event Management brochure to learn more about how our product allows events to be less stressful and more eventful.
Want to read all the recruiting event trends to get you ahead of the competition? Download our full report “Top Recruiting Event Trends to Leverage in Hiring Quality Talent!”