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Increasing Recruiting Funnel Output

Updated: Aug 9, 2023

A recruiting funnel, also known as a talent acquisition funnel, is a visual representation of the various stages of the recruitment process that a candidate goes through, from initial awareness of a job opportunity to the final hiring decision. It is designed to help recruiters and hiring managers to track and optimize their recruitment efforts by identifying areas where they can improve candidate engagement, reduce drop-offs, and ultimately, hire the best candidates.

The recruiting funnel typically consists of several stages, which may vary depending on the organization's recruitment process, but generally include:

  1. Sourcing: This is the stage where recruiters and hiring managers source potential candidates through various channels, such as job boards, social media, employee referrals, and recruiting events.

  2. Screening: At this stage, recruiters or hiring managers screen the resumes and applications of the sourced candidates to identify those who meet the minimum qualifications and requirements for the job.

  3. Interviewing: The candidates who pass the screening stage move on to the interviewing stage, where they may have one or more interviews with the recruiter, hiring manager, or other members of the hiring team.

  4. Selection: At this stage, the hiring team evaluates the candidates who have been interviewed and decides which candidate(s) to make a job offer to.

  5. Onboarding: Once a candidate accepts a job offer, they move on to the onboarding stage, where they complete paperwork, receive training, and become integrated into the organization.

By tracking and analyzing the recruitment metrics at each stage of the recruiting funnel, such as the number of candidates sourced, the percentage of candidates who drop out at each stage, and the time to fill the job, recruiters and hiring managers can identify areas for improvement and optimize their recruitment process for better results.

Gifting can be used by recruiters to build relationships with candidates and help them along the recruitment journey. Recruiters can use gifting to create a memorable and personal experience for the candidate, which can be used as an incentive to encourage them to take action.

Gifting can help nurture relationships between recruiters and candidates over time, making them more likely to complete the onboarding process, remain engaged throughout the recruitment process, and ultimately make a successful hire.

What are some of the ways recruiters can use Gifting to increase their funnel output?

  1. Sending a welcome package to candidates upon scheduling their first interview. The package could include a welcome note, some useful information about the hiring company, and a small gift.

  2. Surprise candidates with gifts during the middle of their recruitment process, such as sending them an inspirational book or an item that relates to their hobbies.

  3. Offer small tokens of appreciation to candidates who you are interested in pursuing further in the recruitment process, such as a gift card for coffee or lunch.

  4. Mail handwritten notes with thank you cards to candidates who have completed interviews and assessments.

  5. Give away branded items or company swag after a successful onboarding process. This can be used as an incentive for the candidate to perform well.

  6. Use gifting to incentivize the candidate to remain engaged throughout the hiring process. You could offer a small gift after each stage of the recruitment process, such as completing an application or passing an assessment.

  7. Send meaningful and personalized gifts based on what you know about the candidate - These could include items such as books that relate to their current role, branded products, items related to their hobbies, or even gift cards.

  8. Utilise technology such as email and SMS messaging services to deliver your gifts quickly and efficiently.

  9. Take advantage of creative concepts like virtual meetings with candidates where you can provide them with interactive experiences which include a welcome package containing a thoughtful gift.

  10. Display your company’s culture by using gifting as part of your employer branding strategy. Giving away branded products can help make your company more appealing to potential hires.

  11. Books related to their current roles such as professional journals, trade publications, and industry-specific manuals.

  12. Gadgets or tools related to their current roles such as mousepads, wireless keyboards, or noise-canceling headsets.

  13. Branded items like t-shirts, caps, or water bottles with your company logo on them.

  14. Gift cards for online stores or services relevant to their current role.

  15. Subscriptions for online learning platforms that offer courses and tutorials related to their current role.

How does gifting help in the recruitment process?

Gifting has been proven to be an effective tool for recruiters to build relationships with candidates during the recruitment process.

  1. It helps nurture trust, create a memorable experience, and make the candidate feel appreciated

  2. These positive feelings can then encourage the candidate to remain engaged throughout the recruitment process and ultimately make a successful hire.

  3. Gifting is also cost-effective and can be tailored to meet specific recruitment needs. If used properly, it will give recruiters an edge in the competitive hiring market and provide greater opportunities for successful hires.

How can you automate the gift delivery process?

  1. Automate email or SMS services to help quickly and efficiently deliver gifts to candidates.

  2. Use a platform that can be integrated with your existing recruitment process, such as an applicant tracking system (ATS).

  3. Set up automated email or SMS reminders for recipients about upcoming events and deadlines related to the recruitment process.

  4. Utilise personalization tags in emails and SMS messages, so that each message you send is tailored to the candidate’s current role and interests.

How can you nurture relationships with candidates over time?

  1. Develop a rewards program that acknowledges candidates for outstanding performance or successful completion of tasks.

  2. Create an alumni network that allows candidates to keep in touch with your business and explore new opportunities.

  3. Invite candidates to special events and activities, such as webinars, trade shows, and networking events.

  4. Send out newsletters related to their current role or industry news which will help them stay up to date.

  5. Follow up regularly with emails that include helpful resources and updates about the company.

  6. Create an alumni network for past candidates

  7. Create an online platform where past candidates can stay in touch with your business and explore new opportunities.

  8. Invite past candidates to special events and activities, such as webinars, trade shows, and networking events.

  9. Encourage alumni to update their profiles with current information about their professional experience and interests.

  10. Allow alums to connect with each other by offering features such as forums, messaging tools, or private groups.

  11. Provide a platform for alumni to share stories and advice with current candidates.

Thinking out of the box and testing multiple strategies in nurturing candidates across the recruiting funnel can go a long way in increasing your recruiting funnel output.


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