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How to Personalize Candidate Placement Without Sacrificing Client Satisfaction

Hiring has always been about people. No matter how many changes happen or the world progresses, it will always be about people.

The past few years have shown the world that employees must find the right place for them and their values. But job seekers are no longer just judging the workplace. They’re evaluating the hiring process.

Job seekers don’t want to spend endless weeks in the hiring process without knowing where they stand. They don’t want a cold outreach on LinkedIn suggesting they apply for an entry-level job when they have ten years of experience. Job seekers want a candidate placement that values their skills and knowledge and keeps them informed at every step.

How to Prioritize Personalization Without Sacrificing Satisfaction

How can you, as a busy staffing recruiter, keep an eye on candidate experience, client experience, AND your own experience without working endless hours?

Transition into a Talent Advisor

How can you take on the role of a talent advisor?

As a reminder, a talent advisor advises hiring managers (and even candidates) to manage the transactional aspects of hiring and support more strategic understandings of a talent pool.

Most of the time, if a client is coming to your team as a staffing firm to fill roles, it’s because they don’t have the experience, skills, or time to do it themselves. They are coming to you to be an expert.

You can help to refresh job descriptions with an eye for what you know about the candidate market. You can help to shorten the time-to-hire by reminding your client how long most job seekers are comfortable staying in the process and when they start removing themselves. Your skills are valuable and critical. And embracing the talent advisor role can help you personalize the process for candidates and clients.

Steal Ideas from Marketing

While marketing and staffing are incredibly different industries, there is absolutely space to learn from each other.

You have an attraction goal (getting the right person hired), a product to promote (a role), stakeholders (the hiring managers or company), and a limited number of hours and dollars to make it happen.

How are marketing campaigns getting your attention? What about those store emails gets you to click and buy (I’m looking at you, Target emails!)? How can you formalize your firm’s brand and experience to stand out to clients and candidates in your niche? How can you have candidates already in your ATS opt-in to communications, so you know you’re reaching the right people with the right message?

Pair Batching and Automation with Personalization

Individually emailing every single potential candidate for a role is just not possible, but that doesn’t mean you should mass email with no level of personalization and an “I saw your LinkedIn profile and think you’d be a great fit for this role!”

One of the easiest ways to personalize at scale is to create templates (like emails and text messages) with a space or two for you to add personal details, like why specifically you are reaching out to that person and why you think they’re a fit for the role.

Proving that you’ve made an effort to personalize dramatically increases the likelihood that someone will reply.

Need an example? Workable has a whole page filled with templates that are an excellent place to start.

Ask People What They Want

How much easier would your life be if you knew precisely what clients and candidates were looking for? This is where bridging the gap between you, the hiring manager, and the candidate comes in.

Asking your clients what the best-case scenario is for them will allow you to make sure that their hopes and expectations are realistic, and the same can happen if you talk it over with candidates.

People may be unsure of how to really define what they want, and that’s where you can come in as a Talent Advisor to carve out those needs. It can be an interesting tactic to ask the hiring manager questions as if you’re a candidate. 

By changing your angle in the intake call, you’ll see how the hiring manager would act in an interview with a candidate while still defining what the role needs.

Limit the Requisition Load Whenever Possible

Managers and Team Leaders: This one is for you. It’s an unbelievably busy time, and it doesn’t look like it will calm down completely any time soon, but burning out your team with massive requisition loads isn’t sustainable. Talent Growth Advisors created a free recruiter workload calculator that considers economic climate, employment brand accuracy, and more to define an appropriate req load depending on the role type.

If you can’t limit the number of requisitions, how can you provide resources to make filling those requisitions easier? Tools like HiringSolved, Textio, Zapier, and more can support your automation goals – increasing recruiter efficiency no matter the requisition load.

HiringSolved is recruiting simplified for the staffing industry. We make it faster and easier to search, place, and engage an underutilized talent source: your existing candidates and consultants. The ATS becomes a brand-boosting placement powerhouse with our AI-driven talent intelligence. Unlock the value of your data and unleash the power of your team for 10X the efficiency.

For a straight path from search to start to stay-on-billing, count on HiringSolved.

To learn more, check out a quick 4-minute demo here!

When in Doubt, Overcommunicate!

There’s nothing more frustrating than waiting for news and updates and getting…*crickets*.

How can you ensure that your candidates are in the loop even if you don’t have an update? It’s okay to email them saying that you’re waiting to hear back and that you’ll keep them updated throughout the process. This is also an email that you can automate and schedule as needed!

It can be a solid idea to carve out time every week (every few days is even better) to shoot an email update to your candidates. Keeping them at the top of your mind and showing that will tell them that you are worth working with.

You can do the same for your hiring managers. Set aside time to check in, and you’ll set yourself apart in no time. 

Ultimately, following the platinum rule will help you personalize without sacrifice: Treat your candidates and clients how they would like to be treated. 

Staffing is an incredibly interconnected and cyclical role. Personalizing the candidate’s experience to what they need, want, or ask for will increase your chances of keeping their attention. The more candidate attention you hold, the happier your hiring managers are. The more satisfied your hiring managers and candidates are, the better pride you can carry as the superstar recruiter we know you are.