One of our core beliefs at RoboRecruiter is the importance of maintaining a healthy active database. We understand our clients’ candidate databases are essential to their businesses, but what happens to candidate data as it ages?
When first interacting with a candidate, the database receives fresh, current profile information. However, this data becomes less and less valuable over time because the data accuracy becomes less and less reliable. Candidates move to new cities, change jobs, learn new skills, start new contracts, and become available for new roles all the time, but your database does not keep up with any of this change. At RoboRecruiter, we constantly re-engage candidates to update candidate profiles quickly and at scale.
PALS
We call our re-engagement conversations PALS, which stands for Position, Availability, Location, & Skills. These four data points are quick building blocks that help to understand a candidate’s fit for the role beyond what a resume provides. Through PALS we obtain a basic understanding of the candidate’s position title, which helps determine whether the candidate has a high-level experience match. Availability tells us whether this candidate is right for this particular opening or perhaps another in the future. Location is similar; if the candidate is not/no longer located near to the job area, maybe another position would be better. Last, skills help us further drill down on whether the candidate is qualified and what makes the candidate unique.
These are the basic elements of a re-engagement conversation, but we of course work with our clients to tailor each campaign to specific business needs. Hot skills, desired salaries, 30-second video introductions, right-to-work - these are just a few of the additional ways we can customize the candidate profile.
Delivery
To update profiles and gather PALS data, we typically launch outbound campaigns to your database, through which we contact your candidates via email and SMS simultaneously. The majority of candidate responses come in within the first 10 minutes, providing engagement at tremendous speed and scale. In addition to outbound email and SMS campaigns, we can also find candidates through inbound funnels - website-embedded chatbots, text-in numbers, references, or referrals for example. These methods allow us to supplement your database with fresh, interested candidates.
Schedule with the Best Candidates
What happens when we interact with a candidate that is especially valuable? When our engagement conversations find “hot candidates” with qualifications identified as always in-demand, we can offer to auto-schedule with a recruiter directly from the bot. For example, say you are always looking for Software Engineers with over 10 years experience that are located in Germany - we can filter out these candidates based on their responses and schedule them with your team of recruiters to speak the same day. We automate scheduling through Calendly, so the meetings sync with both parties’ calendars and can be configured to automatically create a Zoom video conference for virtual interviews.
These re-engagement elements are essential components of our Candidate Engagement Suite, our platform for keeping candidates active, interested, and engaged with our clients and their recruitment offerings. For more information about RoboRecruiter re-engagement or the Candidate Engagement Suite, contact sales or your Customer Success Manager today.
