ReTarget: Rediscovering past applicants from the ATS/CRM/HRIS ‘graveyard’
The recruiting industry is undergoing a major transformation. Everyone these days is talking about how outbound recruiting is the way to go. The ever-increasing number of Outbound hiring solutions, professional networking sites and numerous Software as a Service (SaaS) solutions in the market promise to do exactly that — help you find those great potential hires by going outbound, instead of waiting for them to find you and come to you. While tapping into the pool of passive candidates is definitely the way to go, most companies forget to optimize the usage of candidates they have — their own ATS/CRM!
A lot of time and effort is spent on converting passive candidates into active ones. And the ROI (Return on Investment) on passive candidates is average at best.
Why recruiters should utilize an often overlooked source — their own ATS?
1. Companies spend a lot on employer branding and advertising jobs to attract the job applicants to the company. However once the applications come in, these resumes just remain ‘dead’ in the graveyard a.k.a. the ATS. This is because the ATSs do not facilitate effectively searching through and positioning old applicants against currently open roles.
2. The ATS is a treasure trove of candidates who almost made the cut for a certain role in the past. Over a period of a few months, they might be a better fit for the role with their improved skills and experience. (Remember, only the data in your ATS is static, while the applicants are out there gaining more experience, acquiring new skills and basically, becoming more awesome)
3. The applicants in your ATS have all at some point in time, identified with your employer brand and that is the reason they applied for a role with you in the past.
And these candidates might almost always be open to having a conversation with you, even though they aren’t looking to change jobs.
Now the question is — Is there a better way than the age old manual mining/screening to find these ‘hidden gems’, resurface them and match them against currently open positions? The answer is a YES!
Param has the power to transform your Applicant ‘Tracking’ System into an Applicant Matching System.
How does the magic happen?
Param mines and ranks past applicants in addition to incoming applications in the ATS for an open position.
Param gives the recruiter the option to ReTarget the ranked candidate.
The recruiter requests the candidate to update their resume and apply to a suitable job with a single click
The updated resume sent by the candidate flows into the recruiter’s pipeline, where it is stack-ranked against the job and ready for the recruiter to take action!
The benefits of retargeting:
- Keeps your database (ATS/CRM/HRIS) updated
- Generates a candidate pipeline faster
- Great candidate experience
- Optimum utilization of the ATS data
- Reduced cost of hiring
- More quality leads/referrals
Would you like to see how ReTarget can transform the hiring in your organization? Visit our website and request for a free demo to see the magic unfold.
