In our one-of-a-kind Cadient Clinic Webinar, “ How to Fill the Top of The Funnel with More Applicants,” we discussed how businesses can optimize their recruitment strategies and we addressed solutions to your hiring challenges.
This iteration of the webinar series led by Cadient’s very own Melissa Moser, Director of Products, explored key tactics for attracting more applicants, engaging prospective candidates before they apply, and increasing your app-to-hire ratio.
To gain further insights from the speaker, you can find the link to the full webinar here.
Key Points from the Webinar
1. What is Recruitment Marketing?
Recruitment marketing focuses on attracting, involving, and keeping talent with active inbound tactics. This process typically occurs before individuals decide to apply for a job and consist of highlighting an employer’s perks and unique selling points to successfully draw in and keep high-quality employees. In the end, recruitment marketing is a tool to display and promote the employer’s brand to possible candidates.
2. Best Practices and Recommendations for Recruitment Marketing
- Building a Strong Employer Brand: Attract talent through employer branding initiatives as recruitment marketing focuses all around your brand as an employer.
- Leveraging your Careers Page: Optimizing your careers page on your website with clarity of information and a seamless and easy application process for prospective employees could potentially result in more applicants.
- Creating compelling Job Descriptions: Streamline job postings to highlight company culture and attract the right workforce to increase application rates by 30%.
- Leveraging Social Media: Promote open positions and showcase your company culture on social platforms.
3. The Importance of Job Boards in Filling the Top of The Funnel
Melissa spoke about the importance of job boards in the first step of recruitment marketing, to fill the top of the funnel. Ensuring that you are posting your open positions on job boards is key in getting yourself in front of applicants.
She further stated that with Cadient Analytics, you can get a really good idea about the return on investments from job boards. You can see the number of applicants who are coming from your different job board sources, you can also then see how many of those applicants go on to be hired and if you are using the employee activity data feed with Cadient, you can also see the retention rate of those specific applicants.
4. Text Recruiting as a Recruitment Marketing Solution
The next key topic Melissa spoke on was the integration of text recruitment solutions in recruitment marketing. It is essential for recruitment marketing to interact with candidates positively and communicate with them through text messages on their mobile devices throughout their journey.
Text messages have a high open rate of about 98%, compared to emails which have an open rate nearly four times lower. Additionally, text messages have an average response rate of around 45%, which is almost eight times greater than that of emails.
She discussed Cadient’s texting options and briefly mentioned the three distinct solutions that can be utilized either together or individually as part of Cadient’s package.
- Cadient Texting: Real-time, two-way texting between recruiters and their candidates.
- Text Apply: Collect profile details from interested applicants over SMS or web chatbots in less than a minute.
- Text Notify: Sends system automated messages via text when candidates choose SMS as their preferred method of notification.
You may be wondering; what are some of the ways employers are using text messaging today, so let’s look at a few of those discussed during the session.
5. Alternative Applicant Sources for Filling Top of The Funnel
Beyond the usual sources covered during the webinar, there are other creative ways that you can fill the top of your applicant funnel. Here are some of the unconventional ways companies have unlocked for successful hiring.
- Employee Referrals
- Industry Events and Conferences
- University Partnerships
- Online Communities and Forums
- Skill-based Competitions.
- Company Culture Events
FAQs
Following the webinar, Melissa was available for questions from the audience. The following is a list of some of the questions that were asked and Melissa’s brilliant responses.
Q1: What is Cadient’s experience with job board ROI?
At Cadient, we can help you with our analytic tools to see what the potential return on investment is by tracking a source through applications on the hire and then how long that hire stays at the company.
Q2: If I can only add one texting solution from Cadient, which is the most recommended?
If your primary issue is time to hire, Text Notify with its automated messages throughout the hiring process to keep applicants engaged is the way to go. If you are trying to work on employer branding, then employ Cadient Texting for real-time two-way text messaging.
Q3: How do I reduce the drop-off rate at different stages of the recruitment process?
One of the solutions that would help a lot in reducing drop-off once someone is already in the process of applying, would be to incorporate texting solutions.
Q4: What are the key metrics to track in our recruitment funnel to identify areas of improvement?
Use Cadient Analytics to identify where your applicants are coming from, and where they are dropping out of the process so you can pinpoint the exact stage with high drop-off.
Q5: What re-apply time limits do your clients typically have?
The most common reapply time limit our clients use is about a week. This varies based on the business processes and what makes the most sense for you as an employer.
In conclusion, our webinar also offers innovative solutions that can revolutionize recruitment marketing strategies and applicant engagement/retention. Consider Cadient Talent for our ATS, Texting, or Bulk hiring Solutions to boost all your hiring processes and increase the number of applicants at the top of the funnel.
