Develop a Strong Talent Pipeline Using SuccessFactors Recruiting Marketing
- by Venki Krishnamoorthy, Independent SAP ERP HCM Functional Consultant
- January 22, 2013
Having a talent pipeline consisting of top candidates who can be recruited to open positions is important for recruiters to do their job. The candidates in the talent pipeline can also provide candidate referrals to the recruiters. See the functionalities available in Recruiting Marketing (previously known as Jobs2Web) and how to use them to build a talent pipeline. Recruiting Marketing is a cloud solution offered by SuccessFactors.
A talent pipeline is made up of potential candidates who are actively looking for new jobs. An active talent pipeline helps recruiters to engage their candidates. Recruiters can post blogs, videos, and other content using social media that highlights the company culture. The main purpose of the talent pipeline is to build brand awareness with the candidates, keep the candidates informed about the job opportunities, and keep the candidates engaged, as well to reach out to these candidates for referrals.
Recruiting Marketing is a solution from SuccessFactors that offers social recruiting, the ability to use social media for submitting job applications, search engine optimization, and talent community marketing. Customers of any recruiting solution (SAP E-Recruiting, other ERP recruiting solutions, or applicant tracking systems) can implement Recruiting Marketing as an add-on to their current recruiting application.
A big challenge in the recruiting process is enabling recruiters to develop relationships with the candidates. Many companies’ career Web sites do not offer an easy candidate user interface. This pain point results in many candidates dropping off during the recruitment process, and a primary reason why companies still receive a high volume of paper resumes (even after they have gone live with an e-recruiting application).
One of the main issues with SAP E-Recruiting is that the job postings that are published do not appear in search engine results, which can have negative ramifications. With mobile devices gaining popularity, many candidates (especially new graduates and young professionals) prefer to browse and apply for jobs using their mobile devices.
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