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June 27, 2022 
4 min read
As the world’s first marketing automation technology for talent acquisition, Candidate.ID has its own set of systems, features and benefits. Part of what makes us so unique is how we track and score candidate engagement at scale – using engagement scores. Being the trailblazers for marketing automation technology for talent acquisition is no mean feat, but we have developed a platform specifically to solve the industry’s talent acquisition obstacles. Keep reading for our handy guide on engagement scores, and how Candidate.ID uses them to double the number of hires per recruiter.
Since the invention of the CRM (Customer Relationship Manager), engagement scoring has been used by B2B sales and marketing platforms to track and score customer engagement of a product/service. Although engagement scores are not a new concept, they are unheard of in the world of talent acquisition. Traditionally, an engagement score is a number which measures how engaged your customers or prospects are. In marketing and sales, the higher the score, the happier the customer is.
So, what’s the difference between an engagement score in sales, and how Candidate.ID uses engagement scores for talent acquisition? In talent acquisition, engagement scores are used to track how a candidate engages, as opposed to a customer. Candidate.ID uses engagement scoring to assess how engaged a candidate is in the recruitment process. By scoring a candidate based on engagement, Candidate.ID is able to determine which candidates are cold, warm and “hire-ready” in real-time. Not only does this offer the ability to cut down on manual admin time for recruiters, but it allows you to know which content is working, and which isn’t.
Candidate.ID uses trackable links to track candidate interactions across your entire company digital footprint. Once tracked, each interaction is assigned an engagement score. At Candidate.ID we use a standard model of engagement scoring, with specific actions receiving a designated score. This goes as follows-
Ultimately, this scoring model allows the customer to then filter its talent pipeline by engagement, with each candidate receiving an overall engagement score.
Below is an example of how Candidate.ID can determine which candidates are engaged, or “hire-ready”.
To other talent acquisition technologies, Manny and Lena have both opened an email. To Candidate.ID, Lena is an engaged candidate ready for a hiring conversation, whilst Manny is unengaged. No more cold-calling candidates to find out who is interested in a role.
Recently, Candidate.ID started working with a world-leading American multinational corporation. Being such a reputable organisation, our customer has an immense talent pool of candidates for every role, sector and job title. However, obtaining this mass level of information presents its own set of obstacles. Our customer is facing challenges in organising its candidates into defined pipelines of in-demand talent. Using Candidate.ID, our customer is transforming its entire talent acquisition model by defining its talent pool into talent pipelines of cold, warm and “hire-ready” candidates. Candidate.ID offers our customer the unique ability to track and score its candidates based on engagement scores so it knows exactly who is engaged, or “hire-ready”. By clearly dividing ingoing and outgoing outreach, our customer is defining which candidates are fit for each role, and hugely cutting down on time to hire.
As the world’s first marketing automation technology for talent acquisition, Candidate.ID is driving the way forward in terms of talent acquisition technology. No other talent acquisition technology can do what Candidate.ID can.
Want to know more about how you can discover which candidates are cold, warm and ‘hire-ready’? Download our ebook here.
