Personalizing at scale – sounds like a bit of an oxymoron, doesn’t it? If we focus on one, it’s often to the detriment of the other. This trade off gives high-volume outreach a bad name: without a scalable way to reach a large audience in a targeted fashion, recruiters are left “spraying and praying.”
From email drip campaigns to sales cadences, there’s a shared philosophy when it comes to marketing and sales outreach– the more at-bats you give yourself, the more likely you are to knock it out of the park. Curious to see if this same philosophy applied to recruiting, we analyzed all emails sent through Entelo Track and discovered a 17% increase in response rates when a follow up email is used.
When you think of the typical Entelo user, you may envision a scrappy startup recruiter juggling 50 open reqs. But in reality, Entelo is just as widely used to help the world’s largest companies recruit talent. This morning Entelo announced some big wins in the large enterprise segment – with 5 of the top 8 largest companies in the Fortune 500 now using Entelo for recruiting automation.
The passive talent market is tricky. As a recruiter, you want to get in front of passive talent with the right opportunity at the right time – before they raise their hands and announce to the (recruiting) world that they’ve hit the job market. Since they’re not actively looking, this becomes quite the guessing game.
If successful, you beat the competition to the punch and are making hires before they can say “impressed by your background.” More often than we’d like, however, recruiting outreach garners no response at all.
It’s estimated that in 2018 the average business professional received 120 emails a day. That comes out to 600 emails a week flooding your candidate’s inbox – and when many of those emails offer little more than a useless distraction, it becomes exceedingly difficult to cut through the noise as a recruiter. Add to the mix an average attention span of a mere 8 seconds and you have all the ingredients for an uphill battle.
Did you know recruiters spend about 13 hours a week sourcing candidates for a single role?
Sourcing is one of the biggest recruiting time sinks, leaving little time for candidate-recruiter human interaction and building rapport between recruiters. With unemployment at historical lows, an increasing skills gap, and insatiable demand for today’s specialized roles, talent teams are turning to recruiting automation to prioritize personal connections over repetitive, time-consuming sourcing tasks. In fact, 70% of talent acquisition professionals agree that automation would increase their hiring productivity.
Believe it or not, it’s not too late to lock in your attendance at three awesome conferences happening later this month.
Depending on your location, SHRM’s Annual Confab in New Orleans, The Strategic Talent Acquisition Conference in Boston, or Talent42 in Seattle could be just what the doctor ordered to give your talent acquisition and recruiting the jolt it needs as you head into the summer doldrums.
Each event features top-notch speakers, sessions, attendees and networking that will have you delivering ROI like it’s going out of style. Read one for all of the details and then it’s up to you to choose which one is the best rocketship for your particular trip to the recruiting stratosphere and back.
