1,015
IBM Talent Acquisition
Candidate Relationship Management
Nurture talent and build your workforce
DISCOVER MORE
A candidate relationship management (CRM) program is a hybrid marketing-recruiting tool that helps you:
SOURCE AND ATTRACT TALENT
FILL CURRENT NEEDS
PLAN YOUR WORKFORCE
Often, CRMs are underutilized by talent acquisition teams. IBM Talent Acquisition Consulting Services helps organizations understand how to effectively and fully use a CRM to support and streamline their talent acquisition efforts, saving resources. We also advise clients on choosing the CRM that best fits into their digital talent acquisition strategy and framework.
Here’s how maximizing a CRM has helped one client:
A Client Success Story
IBM Talent Acquisition Optimization implemented a CRM for one of our recruitment process outsourcing clients, a global manufacturing organization. The sourcing and recruiting teams use the CRM for screening and contacting thousands of leads, ensuring that only top candidates are considered for open positions.
This frees recruiters to focus on nurturing relationships with likely hires, a better use of their time.
Support Business Goals
One of the biggest mistakes organizations make when using a CRM is not identifying the pertinent data they need to collect or knowing how to capture it. IBM consulting services can guide your organization on configuring a CRM to support the broader needs of your talent acquisition team and overall business goals.
Compliance
Adhere to personal data collection and storage regulations
IBM can help your organization refine your digital
and tech strategy for talent acquisition.
DISCOVER MORE
Skills
Collect relevant data for required people and work skills
Planning
Support short-term and long-term
hiring needs
Reporting
Real-time and historical data comparisons
across locations
Insight
Calculate the efficiency and ROI
of recruitment activities
Integrate a CRM: The Lead Manager Example
The integration capabilities of IBM Kenexa® Lead Manager are a good example of the advantages your talent acquisition team can have when your CRM, applicant tracking system (ATS) and other digital recruiting tools work together. Lead Manager was built on the IBM Kenexa® BrassRing ATS platform and also integrates with Watson Campaign Automation (WCA), enabling clients to:
• Market their employer brand to passive candidates
• Nurture leads using automated communication workflows
• Search and pull leads from third-party job boards
• Push leads into an open req in BrassRing
A U.S.-based security firm centralized the recruiting function of its 47 branches using Lead Manager. Monthly applications have increased from 1,700 to almost 17,000, but Lead Manager is helping recruiters stay focused on top candidates. The client has seen improved candidate experiences, recruiting ROIs and workflows, resulting in a better ability to find talent who align with the organization’s values. It also is capturing “silver medalist” candidates who are a fit for the company and reengaging them at the right time.
31,077
Candidates
1,093
Resumes approved
1,993
Resumes reviewed
Contacts attempted
224
Invited to apply and sent to ATS
DISCOVER MORE ABOUT LEAD MANAGER
Read more
A Better Way
Using a CRM, on the other hand, enables effective recruitment
marketing to critical talent so you can:
- Determine which applicants to capture in your talent pool
- Provide a pleasant candidate experience, a key differentiator in
talent acquisition - “Pre-hire” candidates prior to a requisition being approved
- Engage candidates with compelling company news, job alerts and more
Recruiting Benefits
The ultimate risk of not using a CRM is that you hurt your employer brand. How?
The Right Fit
Large organizations receive thousands of applications each year. Without a CRM, the talent acquisition team has a much greater challenge of funneling applicants through the pipeline, eliminating poor-fit candidates while engaging and nurturing quality talent.
The Gift of Time
Not using a CRM also adds time to the process. When applicants believe they’ve had a bad experience applying to your organization, they tell their peers—and that positions your employer brand in a poor light.