Goals

• Establish and maintain candidate engagement
• Prompt candidates with resources
• Open jobs, job boards, blog posts, websites, recommendations, etc
• Share agency success stories

Example

Breakdown:

• Consistent, welcoming, and helpful communication experience for all new candidates
• Typically email touchpoints
• Typically sent from the organization 

Best Practice:

• Schedule Touchpoints regularly to maintain candidate engagement

Typical Setup Requirements

Who will campaigns be sent to/from?

• Sent to: New Candidates
• Sent From: Recruiter, the Organization, or the Org.’s Leaders

What information needs to be included?

• Access to websites, blog, job boards
• Questions to retrieve information that will enhance the candidate’s profile

When should the messages be sent?

• Relatively to the date the Candidate was added to the ATS

How do we identify the right audience?

• All candidates
• Typical rules: Select ‘Everyone’

Measures of Success

Sense Analytics:

• Deliverability metrics
• Survey Responses & Response Rates

Agency Analytics

• Analysis of org. KPI changes before and after Journey - web traffic, placements, referrals, etc.

*Dependent on Agency Priorities / KPIs

Additional Tactics

Additional Value Strategies: 

• Data Enrichment

• Use to ensure data cleanliness is maintained when a new candidate enters the ATS

• Message from the CEO

• Use the Drag&Drop Email Editor to create a rich and welcoming message from the top leader

Things to look out for:

• Setting appropriate expectation

• If we set expectations too high then every candidate that enters the ATS could expect / demand attention which will exhaust the Recruiting team