“Execution of an idea successfully is lot more easier than ideating the idea”, is an adage common in today’s business context. That being said Customer relationship marketing or CRM commonly known by all is a terminology, everybody is aware of.

However when it gets down to the specifics that’s where people and organizations alike tend to lose the tractional force of it and are left in a maze of implementational confusions.

CRM is now being tested as a facilitator in the recruitment industry as well, seeing the success it has helped in generating for other industries. Nevertheless CRM being a relatively new part to the recruitment industry, finding and successfully initiating the right CRM tools without the help of a certified consultant can be a tricky job.

CRM takes a revamped look in the recruitment industry, wherein it is coined by recruitment software professionals as Candidate relationship management. This compromises the same principles of sales effectiveness, customer service and marketing in CRM to candidate’s potentiality, dexterity, skillfulness and thereby successfully channelizing his talent into quantifiable productivity.

The success for CRM lies in the core component that businesses remember clients for what they like, dislike and would purchase again. Keeping this historical data in mind few companies have created wonders in sales. If we execute the same application to CRM based recruitment it all iterates down to the candidate’s most preferred or expected job, his experience, job location and his future occupational expectations. This has to be borne in mind by the organization for which they can use a secure web-based candidate tracking database to create, maintain and sustain successful relationships with candidates across time and geography.

Nevertheless few companies are still perplexed as to how to Candidate relationship management works and that too in a niche space like recruitment and what will be the benefits of implementing software’s. The answer to which TargetRecruit a leading staffing software company replies that recruitment is very similar to a sales task, wherein you headhunt people who are potential applicants for companies via recruitment websites, job portal sites like LinkedIn, twitter etc and even referral networks.

The next step lies in screening and pretesting the candidate’s KSA also called as knowledge, skill and ability to successfully get them onboard for the new job. The crucial role of staffing software’s comes here wherein every minute details of the candidate will be saved for future references. This is highly beneficial for an organization’s staffing needs as it reduces their manual candidate data entry time, which can be a tedious process.

Crucial components in a Candidate relationship management system (CRM) include marketing which will help in building up a potential list of job references based upon the candidate expectations which has to match with the job descriptions of the organization. The next process is customer or candidate service, wherein we reply back to the candidate’s queries, expectations or any other questions he has in mind via email, telephone or through a general face to face discussion.

This is followed by the most crucial factor contributing to a CRM system’s success, which ensures to be an organizational empowerment step. Through this any organization implementing CRM based tools in their applicant software can find out how the candidate has performed, how many rounds have they cleared, their expertise on the product/service including their expectations towards the future job.

However few ATS providers don’t promise on extending CRM capabilities in their software, which can be disadvantageous for the company in the long run. Companies going for installation of ATS or an applicant tracking system software for their staffing solutions have to make sure that CRM back end capability is enabled by their ATS vendor.

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