The post-spring break hiring hangover is setting in. While everyone else is filling their summer calendars with vacation time and gleefully welcoming warmer weather, recruiters in seasonal industries might be entering panic mode, realizing that their pipelines for summer talent aren’t running as smoothly as they had hoped. Don’t sweat it! There’s still time to find and hire great talent, if you do it skillfully.
Summer jobs are often thought of as fun and low-commitment which is enticing for job seekers, but can become a point of frustration for employers. How can you be sure that candidates are serious about the roles to which they apply and will be an asset to the organization for the duration of the season, and possibly well after?
It all comes down to solid relationship building. Even if time isn’t on your side, with the right hiring technology, you can attract, engage and nurture prospects toward a career at your company. Strategically filled talent pools provide an ideal starting point for scaling a seasonal talent pipeline.
A talent pool is a collection of potential job candidates who are interested in your organization but have not formally applied to an open position. These job seekers are considered “passive” candidates, who perhaps are not actively seeking work but are open to new opportunities. This indicates that they’re doing the research to get to know your organization and they’re willing to receive communications to learn more and find their perfect fit.
To start building talent pools, you first have to implement candidate relationship management (CRM) software as part of your talent acquisition suite. The CRM portal on your career website gives candidates a clear call to action to sign up for automated job recommendations from your organization. This helps them easily opt-in to the talent pools they are most interested in, and reduces drop-off rates by providing a way for candidates to connect and engage with your organization, even if there isn’t a current job opening that matches their interests. It’s a way of casting a wide net, and letting the candidates come to you.
Of course, if you want to build a truly robust talent pipeline using talent pools, there are more targeted steps you can take. Mobile-friendly social connect portals give candidates a quick and easy way to show they’re interested in working for your company. Realizing that 57 percent of job seekers use social media at least once a month to learn more about potential employers, it’s a great low-cost way to attract passive candidates to your brand.
Many organizations that have high summer hiring demands are in exciting industries such as travel and leisure, entertainment and retail marketing promotions. Use this to your advantage by leveraging events as a recruitment marketing strategy. By attending or hosting your own career fairs, you can easily and quickly capture candidate information, including resumes using a mobile kiosk. Following the event, gain key insight into its success with intuitive reporting features, including the ability to note with a simple “thumbs up” or “down” for tracking first impressions of cultural fit.
Arguably the best part of using CRM-driven talent pools is the ability to nurture relationships over time. When recruiters create talent pools based on criteria like job function or special skills, email automation is that much more effective. Recruitment marketing campaigns are specifically tailored to their interests, highlighting key aspects of your company culture that make it a great place to work or even providing appropriate job recommendations. A personalized approach makes all the difference in generating and maintaining the interests of potential hires, keeping them “warm” until the right job opens.
Further, CRM tools allow recruiters to monitor interactions with emailed content and better gauge candidate quality. If a passive candidate is highly engaged with recruitment marketing communications, they are likely to be more loyal to the brand and view your organization as a meaningful place to work. The conversion of candidate to hire is a much simpler one in this case, helping organizations stay ahead in a competitive labor market.
To read more tips for implementing successful talent pool strategies, check out this article.