How to Build a Strong Recruitment Database

Did you know many recruiters are actually driving away talent through impersonal communication, offensive application forms, and unnecessary tests and requirements?

At the same time, they’re increasing recruitment costs and lowering the chance they can attract top talent into the company.

But this doesn’t have to happen to you.

Let’s take a look at some solid strategies you can use to build a strong recruitment database.

Strategy 1: Cold Email Outreach

Cold emails are a great addition to your recruitment toolbox. They give you the opportunity to connect with potential talent and to be able to show the best side of the company.

A few things to remember when writing cold outreach emails is to:

  • Be sure to use an email title that inspires curiosity and doesn’t get thrown in the email graveyard
  • Provide a killer first sentence that hooks the recipient
  • Keep it concise and to the point
  • Make a plan to follow up and follow through

Strategy 2: Outlining the Future

When you’re trying to recruit your best talent, you’ll want to communicate what their role may look like over the next few years.

For each position, outline how they will fit into the company, considering areas such as:

  • The desired future goals of the position (what a successful role will look like)
  • How success will be assessed
  • Short-term and long-term goals for the position
  • How individual goals are linked to the company’s goals
  • Focusing on autonomy
  • Emphasizing the company’s support for a qualified candidate and how the company will demonstrate mutual accountability

Strategy 3: Remember, The Pooling Never Ends

It can be easy to look at a number of candidates in your recruitment database and get a bit lax. After all, you have far more candidates than you do open positions, right?

Remember, you can never have too many qualified candidates or referrals from these candidates. Don’t miss an opportunity to ask a potential candidate if they know others who qualify for another or similar position.

This isn’t to say you should burn yourself out stocking your recruitment database with as many candidates as humanly possible. But take a lesson from the tortoise, “slow and steady wins the race.”

Keep that steady pace with talent recruitment and pool candidates into a healthy database bursting at the seems.

Strategy 4: Relevant Content to Your Users

One of the worst things to happen when you’re sending out emails, newsletters or links to blogs is if the recipient flags your information as “Spam.” Or simply deletes it upon sight.

This tends to happen when there’s repeated content, irrelevant content or when it regularly appears lengthy, suggesting a hefty commitment on the recipient’s part.

The most important of all e-recruitment basics is to know your target audience and what’s important to them. And keep it brief.

Keep up-to-date on what your recipients are interested in. And don’t continue to push content that has a heavy focus on filling the position.

The current job opening should be soft-sold. And the reader should get the feeling that you’re most interested in providing useful content, giving helpful tips and making their lives easier.

Also, develop a reasonable interval to send out content. Potential candidates will tune you out quickly if they receive content every other day.

If you’re actively recruiting, you may try once or twice a month. And when you’re passively recruiting, you can keep your company on their radar with correspondence every 6 months or so.

The frequency of correspondence will be specific to your industry and recruiting requirements.

Strategy 5: Build Your Skills and Learn From Mistakes

Naturally, you want to develop your skills as a professional recruiter. You want to get increasingly better at your job and build the strongest recruitment database you can.

Yet it’s still surprising how many people curse their mistakes rather than embracing and learning from them.

When you learn what hasn’t worked for you, you can focus your time, energy and effort towards new ways of doing things.

Accept constructive feedback from peers and supervisors graciously. And continue to build your skills in the areas of:

  • Interpersonal approaches
  • Email compilation
  • Interviewing
  • Relating to your audience

Strategy 6: Social Media

As LinkedIn, Twitter, Google+, Pinterest, and Facebook lead the way as modes of strengthening your recruitment database, you’ll want to ensure consistent use.

Consistent use means you schedule time for daily posts to retain audience engagement and interest. You can even adapt content from your emails or newsletters to use for social media posts.

Social media is an excellent way to keep your company at the forefront of potential talents’ minds when they’re seeking job opportunities.

Strategy 7: Share Your Success Stories

The type of candidates you want to attract are the ones who know their own value and want to team up with a successful company.

Be sure to share the company’s successes on social media sites, in emails, newsletters, the company’s website and on any other marketing materials.

Use testimonials from the success employee him/herself or from co-workers and supervisors, family or friends. Showing a well-rounded perspective gives even more credibility to the story.

Let potential talent know why they should consider your company as a place to share their skills.

Strategy 8: Offer a Positive Candidate Experience

Remember that a candidate’s experience begins before he/she even becomes a candidate. There are three primary stages of candidacy to be mindful of:

1. Pre-candidacy

This stage involves anything that can influence their first impressions of your company. This may include online reviews, word-of-mouth reports, current or previous employee testimonials and ratings, the application process and any press coverage.

2. Early candidacy

This refers to the time when the candidate is waiting to hear back from you on their application and interest in your company. Do they receive communication within a week or does it take a month? Do they feel welcome and respected?

3. Late candidacy

Late candidacy includes the interview process and their first impressions when coming onsite. Do other employees look cheerful or run down? Is the interview organized and relevant to the position?

Strategy 9: Things to Avoid to Ensure a Strong Recruitment Database

When building a recruitment database, learn from others’ mistakes and know what doesn’t work. Also, be open to learning from your own.

A few things to avoid in the recruitment process include:

  • Clinging to biases
  • Needless testing and rigid requirements
  • Overloading recipients with email content
  • Mechanical, disconnected communication
  • Stringent interviewing procedures
  • Cumbersome or offensive application forms
  • Annoying and repetitive job ads

Building a Strong Recruitment Database

You want to build the strongest pool of potential talent you possibly can. And, for that, you need to know what to look for and how to convey your company in a positive light.

For more tips on how you can find strong candidates for your recruitment database, check us out at Meet Toby today!