Goals
		Reactivate candidates from the existing database Reduce sourcing costs by filling jobs from reactivated candidates Improve overall health/accuracy of candidate database

Example

Breakdown:

Direct engagement of inactive candidate database
Typically sent as email touchpoints
Update candidate info and confirm if the candidate is currently looking for new opportunities

Best Practice:

Use surveys to automatically filter out interested candidates and alert the recruiting team to reach out

TYPICAL SETUP REQUIREMENTS
Who will campaigns be sent to/from? Sent to: Candidates Sent From: Recruiter or Agency alias
What information needs to be included? Simple and clear Call to Action Info about current job offerings More carefully formatted/branded Survey questions
When should the messages be sent? Batch: Identify a large group of inactive candidates and schedule a 1 time or batch send Rolling: Example: Send 6 months after last communication to the candidate
How do we identify the right audience? Inactive candidates not currently placed or submitted to an active role i.e. no recent interaction

MEASURES OF SUCCESS

*Dependent on Agency Priorities / KPIs

This allows you to capture feedback from survey responders and automatically update Bullhorn ATS records.
Typical Use Case: Candidates who respond that they are interested in new opportunities are marked as active.

Involves using the ‘Field Change’ scheduling option
Proper set up involves specifying exactly what transition will act as the scheduling trigger

Don’t hesitate to ask inactive candidates if they know anyone else who might be looking for work
Referrals Playbook

Using the most simple structure requires using a manually updated sentiment field
e.g. Candidate Status - this must be a ‘reliable’ field to be used effectively