Last week, our co-founder and president announced the launch of Greenhouse CRM, which allows you to focus on what really matters: building and maintaining relationships at scale.
Taking a few steps back, we also want to provide recruiters, hiring managers, and talent acquisition professionals with helpful information on the evolution of CRMs, why they’re useful, and best practices for using them.
In our latest eBook, How a talent CRM will help you win at hiring, Greenhouse Senior Recruiter, Ariana Moon, addresses the following topics:
The need for a proactive recruiting model (and forward-thinking tools to accompany it)
What talent pools are, why they’re critical, and how to organize and leverage them
How CRMs allow you to optimize the candidate journey and funnel
The difference between a CRM and ATS, and how they complement each other
How a CRM helps you measure and improve your sourcing efforts
The ROI and strategic advantage of a CRM
We’ve put together a few quotes and excerpts from various chapters to get you started, but you can download the full version here.
How to engage talent from the past, present, and future
“More and more executives require their recruiters to be familiar with the talent market and rely on them to participate in their growth as strategic partners, rather than just administrative support. At the most winning companies, recruiters now go beyond the tactical and focus on more forward-thinking strategies that close the gap between a future or current job vacancy and a quality hire as effectively as possible.”
“Talent pools allow you to organize and segment anyone who’s ever engaged with your brand so that instead of starting from scratch with each role open, you can surface the best candidate for your job when you need to.”
“Where do these talent pools live? Recruitment CRMs are the new generation of recruiting tools designed to help recruiters reach out to former and passive candidates in organized, measurable ways.”
Encompassing the candidate journey
“In the candidate journey, states 1-3 live in the world of a CRM and capture the ecosystems of talent that aren’t active job applicants within your pipeline. These stages are not tracked in traditional ATSs, which were built to manage stages 4-6. Without a CRM integrated with an ATS, recruiting teams miss out on an entire ecosystem of talent (stages 1-3) that could become stellar employees in the future.”
A single source of truth
“Whereas an ATS manages active candidates for open jobs, a CRM that’s integrated with your ATS captures any sort of engagement someone had had with your employer brand—ever.”
“Some advantages include eliminating outreach redundancy, referencing past conversations for personalization, and resurfacing past feedback.”
Understanding the ROI
“Without a CRM there is no way to track yow your early efforts (in stages 1-3 in the above) affect the outcomes of your hiring. With a CRM, you can iterate on your process over time so that your sourcers and recruiters are maximizing every effort to help your company focus on what matters most: growing a team of fantastic people.”
Download the eBook
Want to learn even more about CRMs and how they can help you win at hiring?