The Sleeping Giant: How Organizations Can Unlock the Potential of Their Applicant Database

As the present talent market becomes increasingly competitive, attracting Talent is crucial for business success.  However, many organizations overlook a hidden treasure trove of potential hires: their applicant database.  Millions of applications are submitted yearly, yet a significant portion remains dormant in applicant tracking systems (ATS) – a sleeping giant waiting to be awakened.

The Challenge: A Sea of Applications, A Dwindling Talent Pool

• Market Data:

  According to a SHRM report, a staggering 83% of global organizations reported difficulty filling open positions in 2023. This talent shortage intensifies competition, making it critical to explore all avenues for sourcing qualified candidates.

• Application Overload:

  With the rise of online job boards and platforms, organizations often receive hundreds or even thousands of applications for a single position. Screening and managing this volume can be overwhelming, leading to qualified candidates getting lost in the shuffle.

• Untapped Potential:

  Applicant databases often contain a wealth of information about skilled individuals who may not have been the perfect fit for a specific role at the time of application. These candidates represent a valuable pool of talent that can be nurtured and engaged for future openings.

Waking the Giant: Strategies to Mine Your Applicant Database

Shift your mindset from simply re-engaging past applicants to cultivating a thriving talent community. Here’s how:

• Segment and Reconnect:

  Leverage technology to categorize candidates based on skills, experience, and interest level. Contact relevant candidates with personalized messages about new opportunities or company updates.

• Personalized Communication: 

  Go beyond generic emails. Utilize data from past applications and interactions to personalize messages. Highlight specific skills or experiences that make them a good fit for future opportunities.

• Stay Connected:

  Create nurture campaigns using email marketing or social media to keep your talent pool engaged. Share relevant content, industry insights, and company news to build relationships and brand loyalty.

• Re-evaluate Past Applicants:

  Skills and career goals can evolve. Regularly revisit past applications to identify individuals who may now be a good fit for open positions based on their updated profiles.

• Exclusive Content and Events: 

  Offer exclusive access to industry thought leadership content, webinars, or networking events. This positions your organization as a thought leader and fosters a sense of belonging within the talent pool.

• Skill Assessments and Upskilling Opportunities: 

  Partner with learning platforms to offer free or discounted skill assessments or micro-credentials relevant to your industry. This demonstrates your commitment to employee development and attracts talent-seeking growth opportunities.

• Gamification and Incentives: 

  Implement gamification strategies within your talent community platform. Award points for completing tasks like updating profiles, attending webinars, or referring qualified candidates. These points can be redeemed for company swag, career coaching sessions, or priority consideration for open positions.

• Positive Candidate Experience:

  Even if a candidate isn’t selected, ensure a positive application experience. Provide timely communication and feedback throughout the process. A good first impression can leave a lasting positive impact.

By implementing these strategies, organizations can unlock the hidden potential within their applicant database.  This not only saves time and resources associated with traditional recruiting methods but also fosters a loyal talent pool that can be a significant competitive advantage in the ongoing war for talent.

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