As much as candidates need to stand out to get the attention of prospective employers, employers need to attract and stay engaged with their candidates. Building a rapport with applicants and keeping them interested in your business, even when you don’t have suitable jobs for them, is crucial in keeping your talent pipeline running healthy. Many companies achieve this by using a CRM for recruiting, but do you really need to invest in a dedicated CRM if your recruiters can get the essential CRM features without leaving their ATS?
This blog aims to answer that question, hopefully helping you save time and money on yet another software license if you don’t need it.
The Role of CRM for Recruiting
The benefits a CRM offers to recruiters are indisputable. These tools use automation to enhance workflow efficiency and enable businesses to build and maintain relationships with prospective employees, helping businesses fill open roles much faster. The average business takes 10-14 days to review and respond to applicants, but a recruitment CRM can help reduce that to just three days with streamlined, personalized candidate outreach and talent community-building. Using a CRM effectively can boost conversion rates by 300%. At its core, a CRM empowers recruiters to be more strategic, rather than employ a “spray and pray” approach to find talent.
The Cost Factor
However, those benefits don’t come cheap! At the enterprise level, you can expect to pay as much as $300 per month, per recruiter. This raises the question: your sales and marketing teams are likely already using a CRM, so why not expand your licenses to include recruiters? A CRM lends itself perfectly to sales and marketing thanks to its host of features (automated nurture campaigns, comprehensive analytics, sales automation, etc.) that they can make great use of every day. Recruiters, on the other hand, likely don’t need nor have the time to use those extra features, leading to underutilization of the CRM and thus decreased ROI. On average, medium-sized companies spend $8,580 on SaaS per employee, while 30% of that tech goes completely unused.
Before buying additional CRM seats, consider bringing your recruiters into the decision-making process to figure out exactly what functionality they need, perhaps there are alternatives that could both save you money and be more closely aligned with your recruiters’ day-to-day needs.
Leveraging Your ATS as a Recruiting CRM
One such alternative can partly be found within the ATS your recruiters have already been using for years. You might be thinking, “Accessible and intelligent? ATS?!” But the fact of the matter is that your ATS already houses and tracks all your talent data, so sticking to one familiar ecosystem for recruiting could save your team a lot of the headache associated with adopting a new technology. That’s only half of the solution, however, as your ATS still lacks the intelligence and usability to be compelling for recruiters.
The MojoHire Solution
The MojoHire In-App AI offers just that. Integrated directly within your ATS, MojoHire brings only the important CRM recruiting features without adding any more bloat to your tech stack. With our AI, your recruiters can automatically build talent communities/pipelines and instantly surface qualified candidate matches when a job is posted. A CRM has a lot to offer a recruiter, but it might have significantly more to offer than a recruiter needs. MojoHire finds the happy medium, enabling your recruiters to get the most out of the system they’re already familiar with while saving you the dent in your budget of more unused SaaS licenses.
Book a demo of MojoHire today and see how we do it!