The following is a Q&A with our Customer Success Team around what a SAAS Sales Company using Copper should consider.
How might a recruiting firm use leads, people, companies and/or opportunities?
There are likely two sides of your business that you may be tracking: Candidates vs Clients
Candidates:
Leads: uncontacted candidates; your team can use this large list of leads to reach out to potential candidates you may want to work with. You can use the lead conversion process to qualify your candidates to ensure a strong pool.
People: candidates, contacts at companies with open positions, other contacts that may provide referrals
Companies: companies with open positions
Opportunities: you may choose to create an opportunity for each candidate to track through a pipeline. In doing so, you may be tracking the different phases of that candidates potential hiring process.
Clients
Leads: you probably won’t need to use leads, but one way that you might utilize this section is as a holding tank of companies for whom you’ve not yet worked with or provided your services.
People: contacts at companies with open positions, other contacts that may provide referrals
Companies: companies with open positions
Opportunities: you might consider creating an opportunity for each job posting your team is looking to fill. Your pipeline would then represent the steps your team will take in order to complete a successful job posting with your clients.
How will a recruiting firm structure it's pipeline?
Multiple pipelines are going to be helpful here. You could have one for candidates and one for contract acquisition. Check them out below:
Candidate Pipeline
Searching
Sending Job Openings
Actively Interviewing
Negotiation
Final Paperwork
Statuses
Open = candidate is actively searching for position
Won = successful candidate search
Lost = candidate did not find job in current search
Abandoned = your team chose not to pursue working with candidate
Contract Acquisition Pipeline
Qualified
Scoping
Negotiation
Contract Agreement
Status
Open = your team is actively negotiating to work with a Client
Won = successfully acquired contracts
Lost = Client went with a different recruiting firm
Abandoned = your team chose not to pursue opportunity
Client Pipeline
Job Posting
Initial Interviews
Onsite Interviews
Final Interviews
Negotiation
Offer Sent
Statuses
Open = candidate is actively searching for position
Won = successful candidate search
Lost = candidate did not find job in current search
Abandoned = your team chose not to pursue working with candidate
What custom fields should a recruiting firm add to records?
When your team is creating custom fields on your people and opportunities, you’ll want to consider the best methods of categorizing and segmenting your large lists of candidates and clients. Eventually, you’ll have a significant pool of contacts stored in your system, so you’ll need these fields to break down your full list into smaller chunks or segments. Consider what are the ways you’ll want to group your candidates and clients.
We recommend creating the following custom fields:
People (aka Candidates) fields
Education - Multi-Select Dropdown: BA, BS, Masters, PhD, etc
Work History
Years Experience - Number field
Industry/Sector Experience - Multi-Select Dropdown
Roles Interested In - Multi-Select Dropdown
Geographical Preferences - Multi-Select Dropdown
Interests - Multi-Select Dropdown
Salary Range - Dropdown
Currently Employed? - Checkbox
Skills - Multi-Select Dropdown
Companies (aka Clients) fields
Industry/Sector - Dropdown
Company Size - Dropdown of ranges
Region - Dropdown
Interview Process Description
Opportunities (aka Candidates) fields
Fit - Dropdown
Timeline - Date Field
Opportunities (aka Clients) fields
Number of Interview Rounds
Salary Range - Dropdown
Negotiable Salary? - Checkbox
Compensation Package Type - Dropdown
Remote Position? - Checkbox
Required Skills - Multi-Select Dropdown
Required Experience (maybe sector specific)- Multi-Select Dropdown
On our Field Settings page, you can choose to make certain fields, like 'Email Address,' required so you capture the data you absolutely need.
Now let's talk about leads in the context of your client and candidate workflows.
Candidates:
Leads are not necessarily recommended, but can be used. In that case, they would be your un-contacted candidates. You would convert the lead to a person record when you decide to continue working with them in their job search. Your team can use this large list of leads to reach out to potential candidates you may want to work with. You can use the lead conversion process to qualify your candidates to ensure a strong pool. If you use leads, you might consider adjusting the following system fields:
Clients:
You probably won’t need to use leads, but one way that you might utilize this section is as a holding tank of companies for whom you’ve not yet worked with or provided your services. A lead conversion would be an agreement to work with a company to help find them strong candidates. You might edit the following system fields to enhance this workflow:
How should a recruiting firm structure it's teams and visibility permissions?
Typically we do not see teams set up in this use case, as most recruiting firms prefer open visibility and access across teams and users. If you do want to set up teams, you might consider teams based on geography or industry.
We recommend the following visibility settings:
Email - Open
Record - Open
Generally, recruiting teams work in a transparent ecosystem, unless they each recruiter is very specifically assigned to a Candidate or Client
If you’re not using Projects, you can remove Projects from
Reports - Open
You’ll only want to restrict reporting if your team does not work collaboratively
What integrations could benefit a recruiting firm?
You could use Zapier to do the following:
Automate congratulatory emails to candidates that are successfully placed
Set up recurring or periodic tasks
Still have questions?
Still have questions? Ask in our Community, and get answers from our Customer Success Team as well as fellow users.