Common CRM Use Cases

Transcription

1 Common CRM Use Cases

2 What is Greenhouse CRM for? Much of what a recruiting team is doing relates to people who are NOT in the active candidate funnel, what we call prospects. Greenhouse CRM is a set of tools to help manage all of these prospects.

3 What are some specific use cases for the CRM? Silver medalist Interested but no specific job (Talent Community) Cold outreach Past employees Interns Contingent workforce College recruitment

4 Ideas per use case

5 Silver Medalists Who are they? Candidates who got far in the process but didn t quite get hired How do they get in the system? They are already there! You just have to systematically add them as prospects in a pool when you decide not to hire them the first time How would you organize them? Create a prospect pool called Silver Medalist to add them to What would you do with them? Send them a regular nurture (described on the next slide) When opening a new job, search through these people first before sourcing externally

6 Managing Silver Medalists with CRM Communication Strategy: Keep Warm - Monthly newsletter with new openings, company updates, and engaging content Reach Out - Specific Role - A personalizable message that introduces the prospect to a new opening and specifically mentions what you know about their past experiences that make them a good fit In Discussion - No templates; this will all be custom communication as you discuss the role and encourage them to apply No Longer Interested - No templates; you may want to further segment this stage by reason, some reasons may warrant moving the prospects back to the Keep Warm Stage if a certain amount of time passes since the last touchpoint

7 Talent Community Interested but no specific job Who are they? People who have expressed interest in your company but not necessarily a specific job How do they get in the system? Met at an event, applied to a general job on your website, referred to no specific job How would you organize them? Create a pool or many pools depending on where you re getting them and how specific you want your nurture s to be (i.e. Engineering might get different content) Within the pools, you might have stages such as Monthly nurture, Quarterly nurture, and In Discussion What would you do with them? Send a regular with content such as: company news, events, open positions, exciting projects, thought leadership If/when someone responds showing interest in a specific job, move them to the In Discussion stage in the pool

8 Managing a Talent Community with the CRM Depending on your communication strategy, you may want multiple pools to cover this group, segmenting further by source (i.e. Referrals - No Specific Job, In-Person Event - No Specific Job). Communication Strategy: Not Contacted - No template, review these candidates and determine which track of communication makes the most sense Monthly/Quarterly Nurture - Newsletter with new openings, company updates, and engaging content In Discussion - No templates; this will all be custom communication as you discuss the role and encourage them to apply No Longer Interested - No templates; you may want to further segment this stage by reason, some reasons may warrant moving the prospects back to the Nurture stages if a certain amount of time passes since the last touchpoint

9 Cold Outreach Who are they? People you ve found online that have NOT expressed interest in your company How do they get in the system? Via the browser plugin, manually entered, imported from a partner (i.e. Entelo, LinkedIn), uploaded by spreadsheet How would you organize them? Create a Prospect Pool called Cold Outreach - possibly a pool per sourcer or per topic (i.e. Engineering vs. Sales) depending on your size Create Prospect Stages of Not Contacted, Contacted 1x and waiting, Contacted 2x and waiting, Contacted 3x and waiting, Unresponsive, In Discussion What would you do with them? Once you ve added a set of people to Not Contacted, try a cold contact and move the person to the next stage (some people do this one at a time and personalize each while others do it in bulk). Wait a few days and repeat the process moving them to Contacted 2x. If someone responds positively, move them to Discussion If someone responds negatively, mark them as no longer considering If there is no response, move them to Unresponsive and mark as no longer considering

10 Managing Cold Outreach with the CRM Communication Strategy: Not Contacted - No template, put new prospects that you have sourced directly into this stage until you are ready for initial outreach. Strategically message these prospects so that you can strike a balance between bulk messaging and personalization (message by University or shared background) Contacted and Follow Ups - Create templates that you can easily personalize for the initial contact and each follow-up Responded - In Discussion - No templates; this will all be custom communication as you discuss the role and encourage them to apply Responded - Not Interested - Create a template that invites these prospects to opt into future job updates or follow your organization on social media

11 Past Employees Who are they? People who formerly worked at your company How do they get in the system? They are already there as long as you originally hired them using Greenhouse. You should start systematically adding them as Prospects when they leave the company How would you organize them? Create a dedicated Pool called Alumni What would you do with them? Send regular nurture with content such as: company news, alumni events, future positions, etc.

12 Managing Past Employees in the CRM Communication Strategy: Monthly/Quarterly Nurture - Newsletter with new openings, company updates, and engaging content Reach Out - Specific Role - No templates; this will all be custom communication as you discuss the role and encourage them to apply. The communication will certainly be different since these are prospects that know your company well Opted Out - No templates; you may want to further segment this stage by reason, some reasons may warrant moving the prospects back to the Nurture stages if a certain amount of time passes since the last touchpoint

13 Interns Who are they? Current undergraduates who worked at your company as interns How do they get in the system? They are already there as long as you originally hired them using Greenhouse. You should start systematically adding them as Prospects when they finish their internship How would you organize them? Create a dedicated Pool called Interns What would you do with them? Send regular nurture with content such as: company news, alumni events, future positions, etc. Stay in touch to recruit them for full-time roles as they approach graduation

14 Managing Interns with the CRM You may want to organize by intern class, by graduation year, or by both. Whatever best streamlines your communication! Communication Strategy: You ll want to tailor the messaging by graduation year and application deadlines at your company. Send nurture s to graduates that are farther out and specific roles with personalized messages to the upcoming grads

15 Contingent Workforce Who are they? People who worked at your company for a contracted amount of time - i.e. freelancers How do they get in the system? They are already there as long as you originally hired them using Greenhouse. You should start systematically adding them as Prospects when their contract is up How would you organize them? Create a dedicated Pool called Contingent Workforce What would you do with them? Send regular nurture with content such as: company news, alumni events, future positions Reach out when you have a new contract position open up

16 Managing a Contingent Workforce in the CRM Communication Strategy: Monthly/Quarterly Nurture - Newsletter with new openings, company updates, and engaging content Reach Out - Specific Role - No templates; this will all be custom communication as you discuss the role and encourage them to apply, leverage Candidate Tags and additional filters to determine who to move into this stage Opted Out - No templates; you may want to further segment this stage by reason, some reasons may warrant moving the prospects back to the Nurture stages if a certain amount of time passes since the last touchpoint

17 College Recruitment Who are they? Current college students How do they get in the system? Met at an event, sourced through resume books, cold outreach How would you organize them? Create a Campus/College Recruitment pool Depending on the scope of your college recruitment, you may want to segment by College or leverage Candidate Tags to more easily filter by school Create stages for graduation year to better organize outreach What would you do with them? Send regular nurture , reach out when applications open up, build pipelines for intern and entry-level roles

18 Managing College Recruitment in the CRM There are a number of ways to organize your pools for effective college recruitment illustrated above by grad year, segmenting the individuals you have met on campus or by school year, with stages for each grad year. You could also create a Career Fair pool to manage the initial outreach and follow-ups from campus events. templates to create: Grads - Newsletter with company updates, announcements about internship openings and application deadlines 2018 Grads - Communication about new entry-level roles and more personalized messages based on Gold/Silver/Bronze categorization

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