When recruitment advisor Sam Smith recently mentioned that Unilodge had managed to fill a job using their talent database, it got me thinking about how we could help other JobAdder recruiters maximise the use of their databases to find talent.
After all, your database should ideally be your first port of call, even before you post a job ad, for one very obvious reason.
Agencies (and enterprise teams for that matter) would rather avoid consultants resorting to ad placements as a default. What should be happening, is that you spend money once to place a job ad, which should result in you obtaining valued candidates that could then subsequently be placed in other roles.
If all you’re doing is placing an ad to fill a role and not tapping into your database, then delete the database. Here’s a question to consider: what value are you placing on your database? Because every bit of value you can squeeze from it will help you to reduce your recruitment costs.
Every ad sent out that doesn’t result in successful applicants is a waste. Not only of your money but your time, where you’re waiting for responses to be able to do something with that role.
If you don’t use any of those applicants, it’s a waste.
Some questions you should be asking yourself:
- How do we ensure we find candidates in our talent pools that may have been placed a while back?
- How do we find those passive candidates who could still be of value?
Navigating JobAdder’s new UI
JobAdder’s new user interface was developed to reduce your time to shortlist and eventually your time to place candidates. Once you create your job, your next step should be to search your database for results.
Here are four ways you can maximise your database search and current talent pools:
- Know someone in your database that could be an ideal candidate? Simply type in a candidate’s name and bring up their profile.
- If you don’t have anyone in mind, head to your talent pools, your go-to candidates that you are already nurturing. For example, if you’ve posted a product manager role, you might start looking at your senior product candidates and then your mid-level product talent. Not having any luck there? Start using JobAdder’s filters.
- The current approach is to filter based on job skills. Add those into JobAdder and we’ll show you your matches. We know that’s not enough though. You may still be looking for a needle in a haystack. Our aim is to turn that needle into a matchstick at the very least, if not a gigantic pole you can’t miss! And that will happen with every additional filter we add. Would you rather play ‘find the needle’ or ‘pick up sticks’?
Here’s what we’ve either already released or have in the works:
- Geographical distance (eg. showing you candidates that are within 10km)
- Skills and resume keywords (searching for candidates with these in mind)
- Sorting your results by employer, only those in your talent pool, or by position.
- Sort by resume update date for that candidate.
- View if the candidate has recently applied for other roles.
- View what stage they got to with those roles.
- View when you last communicated with them.
- Custom fields which will allow you to be more specific in your search, such a ‘right to work’ and ‘willing to relocate’.
From those that you have left, you can then begin to evaluate them. Who within the group of results are you going to contact?
What happens if you don’t have anyone left after you’ve filtered down? You may need to rethink your search criteria, such as expanding your radius from 10km to 50km.
I’m going to add a caveat here though. Make sure you’re not stepping on the toes of your fellow recruiters if you plan on approaching someone. They may already have the candidate involved in another position!
Ready to get started? For those of our users already familiar with the new dashboard let us know what you think! If you’re wanting to switch over, head to your home menu and click on ‘New Dashboard.’ Our WalkMe tool will help you make the most of this!