Most of us tend to think that the ‘C’ in ‘CRM’ stands for ‘Client’. For those of us in recruiting and HR, however, C also stands for ‘Candidate’ – and we need to do a better job of remembering that.
It’s a good idea to treat candidates the same way you would clients (i.e. returning calls and emails promptly, being friendly, responsive and enthusiastic when speaking to them, making them feel like a valuable asset rather than a headache-inducing annoyance, etc.) because it delivers referrals, increased word-of-mouth, improved recruitment brand awareness – not to mention that having positive interactions with people all day makes working a lot more enjoyable for everyone.
However, if you find all that touchy-feely, brand-building, positive-interaction stuff a little flaky for your taste (and it’s true that it can be hard to measure), there is one real solid reason you should put the ‘Candidate’ in ‘Candidate Relationship Management’.
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So, your organization needs to fill 32 junior/intermediate roles in the next 3 months, but your recruiting department consists of 2 juniors and an intern who are already working 50 hours a week.