recruiting Archives

Candidate Engagement is a Decaying Asset

by Howard Bates | Oct 16, 2023 | Blog, recruiting

At PivotCX we understand the intrinsic value of engagement in the realm of recruiting. It’s not just a buzzword; it’s a lifeline that connects you with your future employees, your organization’s internal customers, and the driving force behind your success. Engagement is more than just a fleeting interaction; it’s the bedrock upon which lasting relationships are built.

Imagine engagement as a precious asset, one that depreciates over time if not nurtured. But fear not, for we are here to help you not only preserve but enhance that value. We believe in engaging faster, engaging longer, and, most importantly, engaging better.

Why is engagement crucial, you ask? Well, your future employees are the heartbeat of your organization, the potential workforce that will shape your future. At PivotCX, we treat them with the utmost respect, considering them not merely as candidates but as valued customers. Our technology is meticulously designed to cater to their needs, ensuring a seamless journey through your recruitment process.

Our platform doesn’t just create lists; it crafts relationships. We guide your prospects through your funnel, nurturing and managing these connections, transforming them into the future talent that will drive your organization forward. But remember, like any valuable asset, these relationships demand consistent maintenance and development.

Maintaining these relationships isn’t just about data hygiene; it’s about investing energy and effort into moving the needle of engagement. We understand that relationships without active engagement are like objects at rest. Just as in physics, it takes significant energy to set these relationships in motion. That investment of energy into relationships is what we excel at, propelling your recruiting and hiring journey forward.

Let’s face the truth: if engagement isn’t initiated, you’re back to square one. Think of it as rebuilding a cherished relationship from scratch. Consider the consequences: customer churn, sluggish sales, and your top talent walking away just when you need them the most. It’s a scenario no organization wants to face.

Your candidates today are the employees of tomorrow. The databases of engagement we help you create are the future human capital of your organization. Just like a historic building, if not properly maintained, they lose their charm and value. At Pivotcx, we ensure that your investment in these relationships is not only preserved but amplified.

So, let’s engage, not just for today, but for a future where your organization thrives, where your best talent is retained, and where every engagement translates into an opportunity for growth. Together, we will shape a future where your recruiting endeavors are not just efficient but deeply human and profoundly impactful. Welcome to the future of recruiting with PivotCX where humanengagement transforms into enduring success!

Recruiting Short Staffed

by Mike Seidle | Jul 27, 2023 | Blog, recruiting

In today’s job market, there is a significant talent shortage, and many companies are finding it challenging to recruit the right candidates. This issue is further compounded by the fact that most recruiting teams are understaffed, making finding and hiring qualified candidates even more difficult.

To put it into perspective, imagine if your customer service team were taking 3-4 weeks to follow up with customers. You would quickly realize that you need more customer service representatives to handle the increasing workload. You might even consider bringing in an outsourced call center to help manage the influx of customer inquiries.

Similarly, if your sales team was taking two weeks to follow up on a lead, you would likely hire more BDRs and sales reps to help speed up the sales process. In some cases, you might even consider outsourcing your sales efforts to an agency.

Given the urgency of these situations, it’s essential to look at recruiting emergencies in the same way. Companies need to take swift action to address their talent needs and ensure that they have the resources and support necessary to find and attract top candidates in today’s competitive job market.

If you can’t help being short-staffed, then you still don’t have to settle for 1-2 week turnaround times. With a communications hub like PivotCX your recruiters can be engaging with 3x the number of candidates as before. Make sure your recruiters have the right tools, and they’ll be able to meet their goals.

$The Math of Candidate Quality$

The Math of Candidate Quality

by Mike Seidle | Jul 13, 2023 | Blog, recruiting

One of the most misunderstood concepts in recruiting is candidate quality. When you deal with a small number of candidates, it’s easy to think finding great people is easy. As you scale your recruiting efforts up, something surprising happens:

When I get more applicants, the quality goes down! I have to do a lot more work to find interesting and hireable people.

Unfortunately, recruiting is subject to the Law of Large Numbers. The law of large numbers states the larger the sample size, the more the results will trend toward their expected value.

Consider this:

10 applications 4 qualified, 40% Quality

100 applications 14 qualified, 14% Quality

1000 applications, 132 qualified, 13.2% Quality

10,000 applications 1,290 qualified 12.9% Quality

When you only have a few candidates, things can look unnaturally easy. As you get more candidates, you see the quality decrease. But you know what? That’s ok. It’s how math will always work. The more you scale up, the more accurate your measure of quality will actually be.

Ok, so what is a quality candidate, anyway?

The standard way to measure that is simply to figure out what percentage of candidates are actually qualified:

A better way to measure quality

Around 30-40% of candidates will never engage with your recruiting efforts. Whether you call, text, or use smoke signals doesn’t matter. They will simply not respond. We believe the best measure is the percentage of qualified and engaged candidates. Here’s the math:

This is hard to measure if you don’t have a communications hub like Pivot. But when you do, you can analyze your candidate sources for the number of engaged candidates they supply… and you’ll be surprised by the difference between sources. Ultimately, there is one inescapable rule:

You cannot hire people you cannot talk to.

Recruiting Shouldn’t Be an Emergency.

by Mike Seidle | Jul 6, 2023 | Blog, recruiting

If you feel like making hires is always done in fire drill fashion, you are not alone. It’s especially hard to recruit well when you are small or you are not a hyper-growth startup. If you think about it, the reason recruiting feels like an emergency is simple:

Since we don’t hire every day, we don’t give it every-day priority.

Rule 1: Always be recruiting.

Rule 2: See rule #1.

The single biggest recruiting mistake is stopping. Why is it a mistake to stop recruiting?

• It takes lead time to restart the recruiting engine. It takes time to push buttons, refresh content, and post jobs.

• It costs money to restart the engine. You’ll have to sponsor jobs to get candidates quickly.

• You will not build a talent community,which further increases future recruiting costs.

• Managers will retain poor performers because they don’t have confidence there will be a new person quickly.

• You’ll fail to exploit opportunity if you can’t staff up quickly.

You don’t have to have every job in the company posted all the time. There are reasonable limits. But you should always be recruiting for positions like:

Sales, Engineering, Production (people who make the product, provide service or bill hours), and Administrative Support

So, what do you do if someone applies and you just can’t hire them? It’s easy:

“That position is filled. Would it be OK if I reached out to you if the job opens in the future?”

Most candidates will happily say, “Yes,” and when you do go to make a hire, you’ll have people you can reach out to start the process immediately.

Eat Your TOFU ( Top of Funnel)

by Mike Seidle | Jun 29, 2023 | Blog, recruiting

We get to look at a lot of recruiting pipelines. There’s a pretty consistent pattern:

There’s not a lot of engagement at the top of the funnel. When there is, it’s usually a chatbot that is putting candidates on hold for a few weeks until recruiters have time to work on the req.

Early pipeline engagement doesn’t happen on a schedule, and if we really want to make hires, it requires almost instant attention. Applicants just aren’t going to wait for recruiters who are stacked up with interviews, hiring manager calls, onboarding, and team meetings to call next week. In fact, this alone is a great reason to look at the SDR model:

What if someone was able to get to talent within a few minutes?

What if that person kept driving the pipeline for the recruiters? How many qualified candidates would get away?

Well, we’ve been doing this for two years. Pivot Live is a team of live humans that hook up to your inbound and outbound recruiting funnel and engage quickly. Every time. (Our human conversational recruiting specialists engage in an average of 5 minutes and four seconds after candidates apply or respond to the outreach).

The results? Well, Gartner’s SDR study wasn’t far off:

We generally increase the number of candidates who make it to an interview by 65%.

We reduce the advertising cost per candidate by an average of 50%.

Recruit Smarter, Not Harder! How to Make Technology Do the Heavy Lifting

by Kristen Seidle | Jun 22, 2023 | Blog, recruiting, Tech

We all know that recruiting can be daunting, especially when you have a large pool of candidates to choose from. However, with the right technology, you can recruit smarter, not harder, while maintaining the human touch.

1. Identifying the Right Tools for Your Team

One of the most critical steps in making technology work for you is identifying the right tools for your organization. Many different software programs and platforms are available to help streamline the recruitment process. These tools can help you sort through resumes, schedule interviews, and even conduct initial screenings.

2. Reaching the Right Audience

Another critical factor in using technology to recruit smarter is ensuring that your job postings reach the right audience. By using targeted job boards and social media platforms, you can increase the visibility of your job postings and attract more qualified candidates.

3. Keep it human

Finally, it is essential to remember that while technology can be a valuable resource, it should never replace the human touch in recruitment. Make sure you are still taking the time to interview candidates and get to know them personally.

By following these tips, you can make technology work for you and recruit smarter, not harder!

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