There are many similarities between your company’s customer lifecycle and the candidate lifecycle. Sourcers and recruiters are lead generation. The leads they talk to today could be tomorrow’s best employees.
Awareness: Your brand awareness in the market is very close to your employment brand. Both can produce prospects and/or leads. Don’t forget your potential candidates are potential customers. Treat them accordingly. They share information as consumers.
Knowledge: When a potential lead makes an inquiry on your product it means they are curious to know more about what your company offers. 76% of candidates will conduct research on their job search. This is before they even decide to submit an application.
Consideration: During this time a prospect has some preliminary information and is considering your product or service. Your recruiting team may be prescreening potential candidates and submitting them to the hiring manager. Sales will always be ready to “strike while the iron’s hot.” Recruitment should be the same. A cold lead is a dead lead. Move them through the process quickly!
Selection: This stage is when the prospect is in the final assessment and closing in on making a final decision.The same happens when companies interview candidates. Close them up fast before they go another direction. Prospects go dark and candidates go MIA. Snooze and you’ll lose.
Purchase: Good news! Your prospect signed the contract and now becomes a customer and your candidate accepts the offer and becomes a hire.
Retention: After the sale is celebrated you’ve got to retain their loyalty. Many companies have a dedicated customer success team to ensure great customer experience. The same happens within the HR department with employee retention and engagement activities. Both are extremely important to the overall success of any organization.
Advocacy: Every company wants to build brand advocacy. This may be obtained through customer references, partner referrals and employees. The employee referral program should always be the highest referral source to hire. Why not incentivize your newly hired employees to refer within their first 30-60 days?
It’s not surprising that most CEOs will personally know the most productive sales representatives. The question is — do they know the best sourcers or recruiters? These individuals are also selling the company every day.