Goals

• Maintain candidate engagement
• Improve communication consistency
• Automate otherwise manual follow up

Example

Breakdown:

• Consistent communication experience for all submitted candidates
• Automated SMS and/or email touchpoints
• Typically sent from a recruiter to the candidate/client at a pre-set cadence over the course of hiring process

Best Practice:

• Field change triggers for Status changes
• Recurring reminders if status doesn’t change

TYPICAL SETUP REQUIREMENTS

What information needs to be included?

• Basic job details (Title, Client Name, etc)
• Submittal Status Updates
• Client info

When should the messages be sent?

• • Relative to the Date of the Submittal
    • Date resume received 
    • Date Submitted to Client
    • Date of WebResponse
  • Change of Status

How do we identify the right audience?

• Current or Future Submittal Records
  • Typical rules: 
    • Specific criteria
      • Desired statuses
      • Specific Clients
    • OR ‘Select Everyone’

MEASURES OF SUCCESS

Sense Analytics

• Deliverability Metrics

Agency Impact

• Improve Submitted to Placed Ratio
• Improved Recruiter Productivity
• Improved candidate/client experience
• Faster time-to-hire

*Dependent on Agency Priorities / KPIs

ADDITIONAL TACTICS

Additional Value Strategies

• Create field change scheduling rules to send updates to submittal status to both candidates and clients
• Send submittal rejection notes

Things to look out for

• Internal operations regarding Submittals will govern Touchpoints and Audiences Use-Cases