Recruit Juice - Automating Candidate Sourcing: The Secret to Rapid Scaling

Recruit Juice - Automating Candidate Sourcing: The Secret to Rapid Scaling

Hey there, Juice Enthusiasts!

Welcome back to Recruit Juice, where we serve up the freshest insights with a splash of humor to help you thrive in the recruiting world. 🍊✨

Today, I want to share a story that’s close to my heart. It’s about a problem many of you might face—scaling your recruiting operations without breaking the bank or losing your sanity. Let me take you back to when I started Rover three years ago…

The Problem: Scaling Recruiting Operations

When I launched Rover, the team was just me, hustling every day. My business development efforts paid off, and within a couple of months, I had over 20 job orders on my plate. Sounds great, right? But there was a catch—I had no recruiters on my team. Just me, myself, and I.

The problem with scaling up recruiting by hiring more recruiters is that it’s super expensive. Plus, the job market can be fickle. One moment you have more job orders than you can handle, anRecruit Juice - Automating Candidate Sourcing: The Secret to Rapid Scalingd the next, you have none. You can’t just hire and fire people on a whim based on your workload. It’s a logistical nightmare and not a sustainable solution.

But fear not! I’m going to tell you how we can hit up the top 200 people per position in 10 days or less, with a 20% reply rate, without breaking the bank.

The Solution: Automating Candidate Sourcing

That’s when I turned to automation. By leveraging technology, I was able to handle the influx of job orders without hiring a single additional recruiter. Here’s how I did it:

1. Creating a List of LinkedIn Accounts:

• Using a tool called Clay, I created a list of LinkedIn accounts that matched the positions I was hiring for. Clay allowed me to search and filter profiles based on specific criteria relevant to the job orders I had.

2. Scoring Profiles Using AI:

• Once I had my list, I scored the profiles using AI. This helped me identify the top candidates based on their skills, experience, and relevancy to the job orders. The AI did the heavy lifting, sorting through hundreds of profiles to find the best matches.

3. Enriching Data for Multi-Channel Outreach:

• I enriched the top profiles in Clay to find their mobile numbers and personal emails. This enabled me to reach out across multiple channels, increasing the chances of engagement.

4. Adding Top Profiles to a Cadence in Heyreach:

• I took the top 200 profiles and added them to a cadence in Heyreach. Heyreach allowed me to automate my outreach, ensuring that each candidate received a personalized message at the right time.

5. Voicemail Drops:

• I used a voicemail drop system to leave voicemails when the message was sent via LinkedIn and email. This multi-touch approach ensured that candidates received my message, regardless of their preferred communication method.

6. Follow-Up Emails:

• I followed up with two additional emails in case the candidates didn’t see the LinkedIn message or voicemail. This persistent yet polite follow-up increased my reply rates significantly.

7. Web Hooking Responses into Slack:

• Responses from candidates were web hooked into Slack. This made it easy for me to manage and respond to candidate interactions in real-time.

8. Replying in Slack Using Prompted Messages:

• Based on the candidates’ responses, I used prompted messages to keep the conversation going:

• “Interested”: Sent a message to book a meeting.

• “Not Interested”: Sent a polite thank you message.

• “Not Now”: Prompted a “Let’s talk when you’re ready” message.

Why Use This Method?

• Cost-Effective: You don’t need to hire additional recruiters to manage increased workloads.

• Scalable: Easily handle fluctuations in job orders without the logistical hassle of scaling your team up and down.

• Efficient: Automate repetitive tasks, allowing you to focus on high-value activities like closing deals and building relationships.

When to Use This Method?

• When you’re facing a surge in job orders and need to quickly scale your recruiting efforts.

• When you want to maintain a lean recruiting team without compromising on efficiency.

• When you need to ensure a steady pipeline of qualified candidates without manual effort.

How Effective Has This Been?

For Rover and the agencies I work with, this method has been a game-changer. We’ve been able to manage and fulfill large volumes of job orders efficiently and effectively. By automating candidate sourcing, we’ve maintained high levels of productivity without the need for constant hiring and firing. We can get through a list of 200 candidates within 10 days, making the process super easy and effective, with a 20% reply rate.

Conclusion:

Automation isn’t just a buzzword; it’s a practical solution to some of the most pressing challenges in recruiting. By automating candidate sourcing, you can handle more job orders, maintain a lean team, and ensure your operations are both scalable and cost-effective.

That’s your JUICE for the week. I’ve left out a ton of the dirty details in this article, but if you have any questions or want to see the workflow in action, just let me know. I’m happy to share my full process and help you get started.

Stay fresh, stay juicy, and happy recruiting!

Cheers,

Jeff