Here is an example of fixing the holes in a recruitment pipeline; with evidence that it improved the experience for candidates, helped protect the employers brand and was more efficient for the RPO provider.

We, like many others, have seen a large increase in the use of video interviewing technology of late, and although many candidates are now becoming more comfortable with appearing on video; it’s a stage of the process which builds lots of anxiety for candidates. For that reason, I selected this example.

We were pouring lots of people into a recruitment pipeline which was experiencing a swell of them stuck at the ‘invited to video interview’ stage. Is it right that we continue to pour more people in to the top of the pipeline? Or could we make better use of the people we already had in that pipeline?

Our marketing whizz, Nat Roberts made this in just a few hours for us; a discrete landing page aimed to prevent people procrastinating at this stage of the process.

Take a look:

https://openreach.careercrafter.co.uk/viv-hints-and-tips

We embedded a link into the standard 'invite to video interview' and it got many clicks… Video interview take-up rose by 16%, and pass rates increased by 8%.

Check out the case study:

https://www.peoplescout.co.uk/insights/open-reach-how-we-helped-thousands-of-engineers-fall-in-love-with-video-interviews/

Building momentum in the pipeline shows progress and is good for candidates. It allow you to reduce the number of applicants needed to fill vacancies saving time on processing and money on ads. This also allows recruiters to spend more time better serving those who apply; improving their experience and protecting the employer brand.

Some try to add all this info to career sites, but by using discrete landing pages (which can incorporate video) you can really nail down the messaging that candidates need at that stage of the process.

Perhaps goes without saying; but use data to identify the pinch points in the process to target your interventions!