ATS + CRM: 2 high-potential tools for converting talent into candidates

We're hearing more and more about CRM (Candidate Relationship Management) within the recruitment world. And rightly so! This newcomer to the digital recruitment world is a perfect complement to ATS and other HRIS tools. It allows recruitment teams to renew their sourcing channels, and gives their experts the opportunity to build long-term relationships with potential candidates. A great boon in a situation where the candidate shortage is still hurting many companies. 

ATS & CRM: how does it work?

Recruiting with an ATS alone is perfectly possible. You can manage the entire recruitment process (creating job offers, receiving and tracking applications, scheduling interviews...).

But if you're short of applications, what do you do? What can you do to ensure that candidates who have applied but not been recruited (this time) remain in touch with you? You know that these are valuable profiles that should not be put aside.

These questions can be answered with a CRM tool that enhances the ATS functionalities:

• before applying for a job, to build up a database of potential candidates with whom you can establish a trusting relationship; you can activate these profiles when a vacancy needs to be filled
• during the recruitment process, in order to have additional sourcing channels to the more “traditional” ones (e.g. job boards) and to better monitor the results of the recruitment process overall
• after the recruitment process, to create complementary talent pools (employees, former candidates, silver medalists, etc.) and prepare for future recruitment.

To give you a clearer idea, here are the different actions possible with an ATS alone, complemented by the actions that can be envisaged with a CRM tool.

Good to know: choose your CRM tool according to its integration potential with your ATS and existing HRIS tools!

Candidate Relationship Management: adding new actions to your talent acquisition strategy

Working with a CRM tool allows you to broaden the type of actions you can implement to turn talent into candidates. Don't just source on LinkedIn! The future of recruitment can be summed up in 2 words: CANDIDATE RELATIONSHIP.

But to build real relationships with your potential candidates, you need to use the right communication channels... at the right time!

Emails, newsletters, SMS, instant messages like WhatsApp, professional and personal social networks... the opportunities are abundant, and it's becoming increasingly relevant to mix these different communication channels as part of a global strategy. Here are some key figures on these new ways of communicating with talent.

Diversify your communication actions to reach up to 100% of your talent! Most of them are inaccessible to you because they are not present on your usual communication channels. Once you've put in place the right multi-channel communication strategy... you'll drastically increase your chances of finding your rare pearls and getting them to apply to your company.

How do you do it? We've summed it all up in a practical guide that will help you add multi-channel communication to your recruitment marketing skills. 

👉 Guide: diversify your communications to reach 100% of talent: download it

Go for it!