How to Use Jarvi to Nurture Your Candidates
In today’s talent shortage, where there’s an average of 0.88 applications per job posting (source: Goldenbees), it’s crucial not only to attract but also to keep candidates engaged throughout the recruitment process and beyond. Nurturing, which involves maintaining candidate relationships, is a key strategy in this process. It’s about building a trusting and valuable relationship with potential candidates long before a concrete job opportunity arises, or even after a rejection has been given.
Reminder: What is Candidate Nurturing?
Candidate nurturing refers to the ongoing engagement process with candidates through regular and meaningful interactions. The goal is to keep them informed, interested, and engaged with your company and employer brand, even if they’re not immediately ready to apply, if no positions are currently available for them, or if they weren’t selected for a position.
Common Nurturing Practices May Include:
- Regular newsletters to share company news, relevant blog articles about the industry or field, or information about upcoming events (job fairs, charity events, sports events, etc.).
- Invitations to webinars or industry-specific events that can help candidates better understand your sector and grow professionally.
- Personalized updates on company developments or information about upcoming positions that might interest them.
The Benefits of Implementing This Strategy:
Implementing a nurturing strategy can significantly enhance a crucial aspect of your recruitment process: the candidate experience. Given that candidates often receive little to no updates on their applications, providing them with more information can position you as an employer of choice.
How to Do It with Jarvi?
Jarvi isn’t specifically designed for nurturing, but as you know, we can always repurpose a tool to create a unique use case. LinkedIn Sales Navigator is a typical example: originally intended for sales prospecting, many recruiters use it instead of LinkedIn Recruiter to source new profiles.
Our ATS allows us to create Projects. Depending on individual needs, these can focus on a search, a client, or a job role. From these projects, you can send pre-recorded messages, filled with numerous relevant variables for personalization, to some or all candidates within your project.
Here, I’ve decided to create groups based on the location of their job search.
These are precisely the two features we will repurpose to nurture a pool of candidates who are of interest to your company. By creating a candidate nurturing project and crafting specific messages for this purpose.
Here’s how you can use it to enhance your nurturing strategy:
- Personalized Communications: Use projects in Jarvi to tailor your messages. You can segment candidates based on their interests, application history, area of expertise, and other criteria to send highly targeted communications.
- Automated Follow-ups: Set up message sequences or automatic reminders to stay in touch with candidates without increasing your recruiters’ workload.
- Track Interactions: Use Jarvi to monitor all interactions with each candidate, allowing you to assess the effectiveness of your nurturing strategies and adjust your actions accordingly.
An example of a message template for my HR profiles open to new opportunities in Canada.
Ideas for Frequency and Messaging:
- For active candidates: send a weekly update with information on new positions, application tips, or success stories from other candidates.
- For passive talents: a monthly communication might be sufficient, focusing on thought leadership articles, industry updates, or event invitations.
- For former candidates: a quarterly check-in to explore new opportunities or career changes that might open new doors.
By using Jarvi to systematize and personalize these approaches, you can not only improve your candidate conversion rate but also strengthen your employer brand. This creates a pool of engaged talents ready to seize opportunities within your organization as soon as they arise.
What About Consent?
Be aware that Jarvi is GDPR compliant. However, this does not exempt you from obtaining consent from individuals you wish to include in your newsletter distribution group or other communications. Additionally, stay attuned to your candidates and don’t hesitate to ask them questions or gauge their willingness to be part of your “privileged” candidate pool. Remind them of the benefits of this approach and the privileged status, which will further engage them with you. If they do not wish to be part of it, or if they do not want to receive these messages, include them in groups with a lower frequency, or in a “non-nurtured” pool.
This second option allows you to retain your most qualified candidates for your activities, without nurturing them, but without losing them either.
