Your talent network is filled with talent who know your employer brand and may be a great fit for a role. But are they “hire ready” and a good lead to pass on to recruiters and hiring managers? Learn strategies to identify who are the most qualified leads quickly!

1. IN PARTNERSHIP WITH
4 Strategies to
Identify "Hire-Ready"
Talent Quicker

2. © 2022
Today’s Speakers

3. © 2022
Craig Fisher
Director of Caregiver
Recruitment Marketing
The Key
Lori Sylvia
Founder and CEO
Rally
Adam Gordon
VP Recruitment Marketing
Automation
iCIMS
Our Speakers

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About The Key
The Key has been the
nation’s leading
provider of premium
in-home care for over
20 years

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About Candidate.ID
Award-winning marketing automation
• Reveals which candidates are cold, warm and
hire-ready with real time engagement scoring
• Automated personalized campaigns at scale
• Track each digital touchpoint with your brand

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What You’ll Learn Today
• A framework for defining “hire-ready” talent at your organization
• New Recruitment Marketing Automation practices and how they
work to help you prioritize the most qualified candidate leads
• Best practices for creating “hire ready” talent pipelines for your
recruiters and hiring managers
• Strategies for creating personalized campaigns to support your
diversity and early careers / campus hiring initiatives

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What is
Hire-Ready
talent?
© 2022

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3 Types of Talent
• Cold: Not looking to take an interview with your
business now
• Roughly 80% of people
• Warm: Interacting with your employer brand
• Hire-Ready: meaningfully engaged
• Return visitors to careers site & employer brand
content
• Reviewing job descriptions

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Why does focusing on “hire-ready” matter?
Cuts down on unproductive
tasks for recruiting teams:
• Reviewing people not suitable
for the job
• Cold contacting people on
LinkedIn

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What can we expect to achieve?
reduction
in cost per
hire
more hires
per
recruiter
reduction
in time to
shortlist
decrease in
time to
offer
40%+ 57% 50% 44%

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How Scoring Works
JOHN
JANE
Opens
e-mail
n/a n/a n/a n/a n/a n/a
Opens
e-mail
clicks link
Views
landing
page
Views
company
on
Glassdoor
Views
YouTube
video
Views
HM’s LinkedIn
Profile
Views job
spec
+1
+1 +1 +3 +3 +3 +5 +10

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4 Strategies in
Identifying
“Hire-Ready”
Talent
© 2022

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• Most people are not interested
• Don’t talk about recruitment
• Be useful and relevant
1. Think Beyond Employer Branding

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What are you doing with all the
people in your talent database?
2. Wake the Dead
• Wake them up through
personalized communications and
content

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Personalized email campaign
Landing page + form

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Grow the base of people you’re nurturing
to become “hire-ready” so it’s a
sustainable strategy
3. Increase your audience
• In social media & ads/jobs ads, have a
second CTA (i.e. if you’re not ready to
apply, sign up to get careers information)
• Make better use of chatbot

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• Allows you to personalize content
at scale
• Segment audience by job function,
level of experience, location
4. Segmentation & Personalization
+1
• Lead Scoring
• Scoring identifies “hire-ready” fast

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In a world of candidate journey automation…

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Pro Tips
• Most people aren't interested in a job move -
keep them nurtured and engaged with
non-recruitment content
• Think about personas when designing the
journeys you want prospects to experience
• Use automation software to design and
execute candidate journeys so with every
click they make, they automatically
experience a next best action
• Your audience will be 46% mobile - be brief
and give an easy call-to-action.
• 25% of millennials check email first thing in
the morning - so be early.
• Be a good part of your audience’s network
and give them a way to keep up with you on
social channels.

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Thank you!
Up next… Q&A

24. Up next…

25. And, it’s time to enter…

26. © 2022
Q&A
Craig Fisher
Director of Caregiver
Recruitment Marketing
The Key
Lori Sylvia
Founder and CEO
Rally
Adam Gordon
VP Recruitment Marketing
Automation
iCIMS

27. IN PARTNERSHIP WITH
Thank you!
4 Strategies to
Identify "Hire-Ready"
Talent Quicker