A new era of sourcing candidates in recruitment – Will Hamilton
How do we make sure that candidates are fully engaged, understand the proposition and opportunity is – to evaluate whether or not they’re right for the role – before you even start to ask them to fill out long application forms.”
Steve: Fragmentation of candidate sources in the recruitment market. The way people are sourcing candidates is changing now, what’s your view?
Will: The space we work in at Launchpad is really volume recruitment by in-house recruiters and RPOs, and we’re seeing huge changes in the way that people are looking to engage and source talent, using a range of new technologies that are moving away from traditional channels of job boards to other channels. Which then raises the questions – how do you then engage with that talent once they apply?
Steve: Who do you think the new winners will be?
Will: Those who can actually really solve the engagement question. It’s no longer a question of how many candidates can you get to click the apply button – we know that that’s not going to solve the problem.
We know that the typical ATS is going have a 90% drop off rate, once the candidates begin the apply process.
So the winners will be those who help solve that problem – how do we make sure that candidates are fully engaged, understand the proposition and opportunity is – to evaluate whether or not they’re right for the role – before you even start to ask them to fill out long application forms.
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Steve: What would you say is the best form of marketing to candidate pools with the current technology paradigms we have?
Will: We’ve seen growth in programmatic technologies, which is bringing approaches that have been grown and developed in marketing, especially inbound marketing, starting to apply those techniques to the way that we market to candidates.
Steve: So you’re saying that recruitment marketing is starting to catch up with the world of Google AdWords?
Will: I think it’s getting there. I think you’re seeing massive share being taken in the market by LinkedIn, because they’re able to target and deliver very strong results.
I think that this is only going grow. It’s no longer spray and pray. It’s about how we get target, how we focus our budget and only contact the candidates that actually we want to apply.
Steve: Brilliant Will, thank you very much for your time.