Why you need a Talent CRM

January 6, 2018
The Biggest Recruitment Challenge of 2019
October 2, 2018

7 Reasons –  Why recruiters need a Recruitment CRM?

Intro –

Yes, this is a bit biased, full disclosure, we’re part of the TopPick team, and we’ve built a talent crm, and we’re going to be sharing the benefits of the Talent CRM in this article. Though it may be biased, we did interview hundreds of recruiters and talent leaders to bring all the insights and learnings to make sure our biases were not “that baised.”

Okay, now back to the good stuff. 7 reasons why recruiters need a recruitment CRM:

Enter Blogger –

If you’ve been recruiting for many years spending thousands of hours searching for the “unicorn” or “purple squirrel” and calling candidates back to back for eight hours straight, you know the power of the spreadsheet. Your spreadsheet is a superbrain that can remember everything to help you make wise decisions now or later. Good notes, bad notes, curse words and much more all written down to help you select the best candidates.

Today, we want to focus on the benefits of a modern talent crm. Because it’s essentially the same as a spreadsheet without the hassle that slows you down. In fact, a recruitment CRM built today can help you do your work twice as fast. If you don’t believe me, ask yourself, “how are you currently entering data into a spreadsheet?” We all cringe at the thought of manually inputting candidate data. It’s painfully boring and tedious. If it’s not you’re a hustler with grit, and will enjoy how this can make you go even faster.

If you don’t believe us, here’s 7 reasons that we heard from recruiters and talent acquisition teams when we first started TopPick.

7 Reasons from Recruiter’s Perspective for a  Recruitment CRM

Reason 1 – Unemployment rate is very low

The first reason is because the unemployment rates dropping as low as 4.1% (link to a us job stat) means that the good candidates have a job, and usually, not always, the better candidates won’t apply to your job boards or career landing pages. Because of this, recruiters need to go after the great candidates that do not apply by going out bound.

Reason 2 – To get rid of expensive tools

The second and exciting reason is because no one wants to pay each year for a premium license for a social media site that costs $4000 to $13,000 to be able inmail people on certain platforms and get 0 response. Why not store all the candidate data through a CRM after a year of membership and get rid of the platform access. It’s pretty raw truth, but one that made a ton of sense.

Reason 3 – Talent Scarcity

To summarize, the market leaders shared that traditional ATS needs a new helper to find and store the best talent for their industry. Unfortunately, the ATS is a talent surplus approach, and we’re in a talent shortage. The CRM makes it possible to go outbound at effective price points.

“You can’t use a talent surplus approach for hiring top people in a talent scarcity situation.”

Lou Adler

Reason 4 – Time is Burned

Your team is storing and managing candidates in excel sheets, google sheets or in folders spending hours organizing and hours entering data. It’s a nightmare to organize and streamline the hiring process in a tool that was not designed for inputting candidate data. We heard of companies storing up to 2,000 candidates in outlook for their university hiring process. Imagine searching and sharing this candidate information with your insights and commentary. I imagine, it would look something like this:

Reason 5 – No Automations

Spreadsheets lack intelligent automations to engage and connect with candidates. Automations are not available in excel. Today, the ATS or spreadsheet is not capable of tracking the open, click and reply rates of  drip e-mails that are going out. It can’t send automated text messages either. Okay, maybe you can justify e-mails with mail merge and read receipts, but that’s 1990s, your team deserves faster. The modern Recruiter’s CRM combines and brings you the power of intelligent automations from inserting candidate information to sending automated marketing campaigns.

Reason 6 – Lack of Insights and Metrics

What you measure is what you improve. The ability to measure the effectiveness of your calls, emails, text messages are all abilities to help the team hire and grow. There’s no more pulling metrics from spreadsheets or creating bad reports with a lack of data from your traditional ATS.

Reason 7 – ROI

Outro – okay, so this part was debated whether or not we should share it because it’s pretty biased, but we are going to share it. Please interpret how you would like.

Back to Blogger –

The biggest reason for a crm is that you can measure the productivity increase of a CRM. A good CRM will automate the steps that you do to help you 2x (1.2x or 3x depending on) your recruiters productivity. So, if you’re recruiter is getting paid $50/hour and sourcers and send 50 emails a day without a CRM, they can now send 75 emails a day or more with automations.

So, to calculate ROI, if you have one recruiter paid $100,000 per year and increase his or her  productivity by 50%, you’re able to have 1.5 recruiters at the same $100,000. Saving up to $50,000 per year.

To close. There are many great reasons that we heard for a crm, but ultimately, we see the CRM as an assistant that helps you do twice as much to talk with twice as many candidates.

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