Connecting Pardot and Salesforce with a purpose-build Applicant Tracking System (ATS) enables you to deliver timely and personalised marketing to engaged candidates and employers in your database, before guiding them seamlessly through the full recruitment process.
Changing jobs, or indeed finding the perfect phone number cambodia candidate, can be some of the more stressful and time-consuming aspects of professional life. That’s why recruitment needs a human touch — someone to hand-hold, gather requirements, and sensitively manage the communication process from application through to onboarding.
But between connecting with employers, screening candidates, agreeing terms, and stage-managing every round of interview, recruiters need to lean on technology to maintain good communication, stay organised, and just generally keep them sane.
Applicant Tracking Systems help recruiters deliver a better candidate and client experience with software tailored to each stage of the traditional recruitment process.
This type of recruitment automation ensures nothing slips through the cracks by centralising communication, which is also really important for compliance. They’re a godsend for 360 recruiters, but an ATS only fights half the battle.
Before you can even think about using your ATS, you need to first identify a recruitment opportunity. And as much as we all love scraping job boards, sending mailshots, and making cold calls, harnessing marketing automation technology can not only save time by replacing these low-percentage leadgen tactics, but actually identify red-hot opportunities and notify you in real time.
So whether you’re using an ATS like Bullhorn/Talent Rover, or Talos360, or you’re still bootstrapping recruitment management using an out-of-the-box CRM like Salesforce as your ATS, read on to learn why a purpose-built ATS, Salesforce and Pardot are a trio made in heaven for recruiters looking to combine great marketing with impeccable customer service.
Why timely recruitment is so challenging
At risk of sounding like a wily recruitment veteran, there are three certainties in life: death, taxes, and staff turnover. Therefore opportunity always exists for recruiters (including for those recruiting in the non-profit sector).
The problem is that while staff turnover is inevitable, it can be really difficult to predict. It isn’t a regular or seasonal resource, there’s no renewal cycle, it tends to happen quite sporadically.
Long-serving employees can leave out of nowhere and need replacing, investment could be won, or conversely there could be redundancy restructuring. Or the company could even be facing a new technology project and have a compelling need for specialist resources.
This is why so much of recruitment relies on relationship building and gathering insights, as the window of opportunity is so small. When there’s no recruitment need, these same businesses want nothing less than to be contacted by a recruiter over the phone — it’ll often result in a big fat DNC on that account!
When an opportunity does arise, this process needs to be managed very closely on both the client and candidate side. Recruitment budgets can disappear, job specs can change, candidates can go wandering, and lapses in communication often result in anxiety, which can jeopardise the placement.
So bearing that in mind, there are two main technology challenges in recruitment:
How do I use tech to identify recruitment opportunities?
And then
How do I use tech to manage the recruitment process?
There are, of course, disparate solutions for these two distinct challenges, but very rarely will you find an integrated solution that takes care of both.