Everyone has gone through the nervous and restless experience of being a candidate. When looking for a job and sending out your applications to different firms, it’s nerve-wracking to undergo a series of events like interviews and assessments. Whether one is a fresher or an experienced employee, going through these necessary steps is a prerequisite before joining any organization.

But have you ever wondered what goes on in the minds of recruiters and talent acquisition managers?

As an interviewer, their role is to not only act as a gatekeeper and ask potential candidates questions but also to improve and update the hiring process until it works best for their respective organizations. Apart from that, having a good relationship with candidates and keeping track of potential employees will only work wonders for the organization.

Build fit-for-Purpose Talent Communities

With its outstanding capabilities, the CRM system can segment the organization’s talent communities based on current and future talent needs. Strongly segmented talent communities always ensure the organization has a pipeline of talented and qualified candidates to shortlist from when there is job availability.

It is expected that the recruiter group candidates together based on similarities and continue to communicate with them through personal connections. The grouping can be done with a set of criteria—educational levels, work experience, interest in roles and development, location, and skills. Once the segmentation of the talent pool is complete, recruiters can start building relationships and engaging talent in a relevant and timely manner.

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