Recruiting funnel - Everything you need to know - Emptor

With a stable market, more often than never before, employees and top talent are jumping between companies. In order to attract a stable candidate pool, you need to measure every step of the process. By building a great funnel, you can tweak and adjust your approach effectively.

Comparing Recruiting Funnels to Marketing Funnels

One useful way to explain recruiting funnels is to compare them with the marketing funnel. If you are not familiar with the marketing funnel, we can compare both of them to review the recruiting funnel in detail.

Marketing Funnel

The marketing funnel is built with 5 stages to comprehend a customer buyer’s journey. The customer moves between stages, and a great way to improve customer experience is to guide them with the proper information to make a decision.

Awareness
The first stage of the funnel, or the top of the funnel, where your customer realizes they have a problem or a need but lacks the proper tools or solutions to address it.
Consideration
In this stage, customers start considering and comparing solutions, gathering information to make a decision.
Conversion
This stage involves highlighting a unique value proposition, naming benefits and features, and comparing your product/service against competitors. It may also include making a quotation, setting an appointment, and finally purchasing the product/service.
Loyalty
After a great buying experience, customers become loyal to a brand, product, or service, and are more likely to make repeat purchases.
Advocacy
The final stage of the funnel is when satisfied customers become advocates for your brand, referring your product/service to peers and family in exchange for rewards.

Delivering content at every stage of the funnel requires addressing frequently asked questions to resolve any concerns your customers may have.

Recruiting Funnel

The recruiting funnel requires careful planning at every stage of the process, so let’s dive into the details of each stage:

Awareness

The awareness stage is the top of the funnel, where recruitment marketing takes place through SEO (search engine optimization), job postings on social media, email marketing, and search engine ads.

Awareness drives potential candidates and you need to understand their pains to create a clear path to application that speaks to candidates’ needs. By sharing your employer value proposition, you can highlight what your company offers, such as:

Remote jobs
Flexibility
Paid time off
Sick days
Bonuses
A clear growth plan for every position

Having strong employer branding helps educate candidates about your company, its benefits, perks, and everything they need to know about working with you.

Interest

Enticing potential candidates about your available job positions guides traffic to your careers page or a landing page for applications. Make your job descriptions interesting, exciting, and engaging because top talent often has many great opportunities.

Active Candidates: Actively seeking jobs.
Passive Candidates: Open to better job opportunities that come to them.

Application

The next stage is the application. It is crucial to lead potential candidates from your careers page to your application page. Be as specific as possible during the application process to drive a high volume of applicants. Hiring is a numbers game, so it’s important to track:

How many applications you receive vs. how many viewed the position
Use conversion rate optimization strategies and A/B testing for your job post ads.

Screening

This is the stage where potential candidates are turned into real candidates through screening rounds. At this midpoint of the funnel, it’s important to filter out those who aren’t a good cultural fit and identify the top talent for the next step.

Evaluation

Here’s where the real evaluation begins. Assessment of skills, knowledge, experience, and both hard and soft skills takes place, which may include business case scenarios. The evaluation stage considers performance and willingness to engage throughout the process.

Hiring

This is the final stage where you send an offer to the ideal candidate. It is important to emphasize that onboarding sessions are a key factor in the success of your hiring process.

Frequently Asked Questions

Q: How can organizations improve their recruiting funnel?
A: Organizations can improve their recruiting funnel by using data and analytics to identify areas for improvement, streamlining the process to reduce time-to-hire, and enhancing the candidate experience to attract top talent.

Q: What are some common challenges organizations face in the recruiting funnel?
A: Some challenges include a lack of qualified candidates, a slow hiring process, poor candidate experience, and difficulties finding a good cultural fit.

Q: How can organizations measure the effectiveness of their recruiting funnel?
A: Effectiveness can be measured by tracking metrics such as time-to-hire, cost-per-hire, candidate experience, and quality of hire. Analyzing these metrics helps identify areas for improvement and supports data-driven decisions.

Q: What role does technology play in the recruiting funnel?
A: Technology plays a significant role, with many organizations using applicant tracking systems, video interviewing software, and other tools to enhance efficiency. However, it’s important to use technology to support, not replace, human interaction and decision-making.

Emptor: Supporting Your Screening Stage

Every step of the hiring process is important to deliver a great strategy for recruiting and retaining top talent. However, it’s crucial that all new hires undergo background checks prior to any official hiring to protect the company.

Emptor can provide companies with fast and reliable background checks, ensuring you are hiring the right people for open positions. Feel free to book a free demo by clicking on the image.