- Solutions
- Products
- Community
- Resources
- Company
Call Sales +44 808 164 2563
Create incredible candidate experiences that communicate your brand, mission, and values with recruitment marketing solutions.
Learn moreCommunicate effectively and efficiently with the candidates that can drive your business forward.
Learn moreSelect the right candidates to drive your business forward and simplify how you build winning, diverse teams.
Learn moreHelp your best internal talent connect to better opportunities and see new potential across your entire organisation.
Learn moreCommunicate collectively with large groups of candidates and effectively tackle surges in hiring capacity.
Learn moreAccess tools that help your team create a more inclusive culture and propel your DEI program forward.
Learn moreRebound and respond to the new normal of retail with hiring systems that are agile enough to help you forge ahead.
Learn moreAccelerate the hiring of key talent to deliver point of care and support services that meet and exceed your promise of patient satisfaction.
Learn moreAttract and engage candidates with technical competencies, accelerate hiring for much-needed skills, and advance expertise within your valued workforce.
Learn moreSimplify how you recruit finance, insurance, and banking candidates with a unified platform built to match top talent with hard-to-fill roles.
Learn moreYour business strategy depends on your people strategy. Keep both in lockstep with the iCIMS Talent Cloud.
Learn moreBuild an engaging, high-converting talent pipeline that moves your business forward.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreDeliver tailored technology experiences that delight users and power your talent transformation with the iCIMS Talent Cloud.
Learn moreThe #1 ATS in market share, our cloud-based recruiting software is built for both commercial and large, global employers.
Learn more Talk to salesAttract the best talent for your business with powerful, on-brand career websites that excite candidates and drive engagement.
Learn more Talk to salesCombine behavior-based marketing automation with AI insights to build talent pipelines, engage candidates with multi-channel marketing campaigns, and automatically surface the right talent for the job.
Learn more Talk to salesEmpower candidates with automated self-service, qualification screening, and interview scheduling through an AI-enabled digital assistant.
Learn more Talk to salesSimplify employee onboarding with automated processes that maximize engagement and accelerate productivity.
Learn more Talk to salesModernize, streamline, and accelerate your communication with candidates and employees.
Learn more Talk to salesTransform the talent experience by showcasing your authentic employer brand through employee-generated video testimonials.
Learn more Talk to salesSimplify recruiting, dynamically engage talent, and reduce hiring bias with job matching and recruiting chatbot technology.
Learn moreStreamline and centralize your HR tech stack with configurable, flexible, secure and reliable integrations.
Learn moreHow PRMG attracts 50% more applicants for niche finance roles with the iCIMS Talent Cloud.
Learn moreThousands strong, our global community of talent professionals includes creatives, innovators, visionaries, and experts.
Learn moreTogether we’re creating the world’s largest ecosystem of integrated recruiting technologies.
Learn morePartner with our global professional services team to develop a winning strategy, build your team and manage change.
Learn moreExplore our network of more than 300 certified, trusted third-party service and advisory partners.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreExpert guidance about recruitment solutions, changes in the industry, and the future of talent.
Learn moreStay up to date with the latest terminology and verbiage in the HR software ecosystem.
Learn morePartner with iCIMS to build the right strategies, processes, and experience to build a winning workforce.
Learn moreDeliver the innovation your talent team needs, along with the global scale and security you demand.
Learn moreWatch the recording of our latest webinar looking at key findings from a recent study and explore short-term and long-term solutions for the talent crisis in 2022 and beyond.
Watch on-demandView press releases, media coverage, and the latest hiring data. See what analysts are saying about iCIMS.
Learn moreiCIMS is the Talent Cloud company that empowers organizations to attract, engage, hire, and advance the talent that builds a winning workforce.
Learn moreGet to know the award-winning leadership team shaping the future of the recruiting software industry.
Learn moreWe believe the future of work isn't something that "happens" to you. It's something you create. We actively create the future of work with our customers every day.
Learn moreStreamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.
Learn moreThe combined power of iCIMS and Infor helps organizations strategically align their business and talent objectives.
Learn moreOur award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.
Learn moreOur partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.
Learn moreLet’s get in touch. Reach out to learn more about iCIMS products and services.
Learn more
Building a talent pipeline from scratch isn’t just time-consuming — it’s expensive. And you run the risk of sourcing the same talent over and over again.
If you’re trying to make the most of your resources, reengaging your existing talent pipelines is the way to go. These candidates have some familiarity with your brand. Even if you don’t have a role for them today, they’ll be ready to convert when you do. Finally, you can automate the outreach process rather than having to craft individual messages for each person.
Channels run:
Email | Text | Video
KPIs affected:
Average sourcing cost | Cost per hire
Time to source | Pipeline engagement levels
Here is how you can start your campaign and gauge interest. Start with something that is more general to your employer brand and/or some news about the organization.
Subject: Let’s reconnect!
Body: Hi [candidate first name],
It’s been a while since we’ve connected, so I’m just saying hi. I also wanted to let you know how we at [organization] are working to create a world-class culture and make work a fun, safe and inclusive place to be. To do so, we are focusing on how we can better live our values every day. These values are:
Check out our blog to read more [link].
Best,
[Signature]
If you get some engagement from the candidate, they may want to learn a few more specifics about the department they’d be a good fit for. Example:
Subject: Employees at [organization] love this about [organization]
Body: Hi [candidate first name],
We’ve been getting feedback from employees to hear what they love about working at [organization], so I wanted to share a bit about what people in the [department name] department love about their jobs:
“[Testimonial]”
[Name], [Title]
The leadership in [department] is committed to taking employees’ feedback and bringing it into the culture of the teams. If you’re interested in hearing more about their plan, set up some time on my calendar here. [link]
Best,
[Signature]
Pro tip: Send an employee-generated video instead of a written testimonial for extra authentic and eye-catching content.
If a candidate doesn’t open or click through the previous email, you may want to provide them with some more content about your organization and culture, since they’re likely not ready to receive any department-specific or role-specific information. Example:
Subject: Some exciting things coming up at [organization]
Body: Hi [candidate first name],
Have you heard about [organization]’s social good program? We believe in the power of making a positive impact and are passionate about giving back to the community.
Many employees decide to join us so they can actively contribute to meaningful projects and initiatives related to helping provide aid for:
If you’re interested in learning more, check out our blog post here [link].
Best,
[Signature]
If your audience responds to texts more frequently, feel free to reengage them with a friendly text message about some organization news, like CEO announcements. See below for examples.
Message idea 1: Hi there [name], it’s been a while, so I wanted to check in. Our CEO recently addressed our organization to talk about our newest [product/initiative/location], so I wanted to share the press release with you here. We’re doing some innovative things this year, so text me back if you want to hear more about it.
Message idea 2: Hi [name], I wanted to check in with you. Where are you at in your job search? We at [organization] have made significant investments in our employees’ career development. Read more about it on our blog/career page/social media [link].
Pro tip: If your text marketing software allows, make sure to filter candidates using criteria like “Last contacted date” and tags. If a candidate was contacted by a different recruiter recently, you won’t have to worry about your top-of-the-funnel message going to them.
To make a more compelling campaign, you can embed or link videos in your emails or text messages. Ask employees to answer one or more questions that help them explain what they like about working at your organization, in their department and/or on their teams. Examples:
The campaign doesn’t stop there. The more a candidate engages with your content, the more interest they are expressing in your employer brand and potential open roles. For those candidates, you’ll want to set up a condition that continues to send them more department, role, and then team-specific information until you get to the point where you can promote the open roles and convert them to applicants.
For those that are less engaged with your previous content, you still want to keep up communications. Add them to a campaign that sends a monthly or quarterly newsletter or highlights blog posts. That way, they have the option of getting to know your brand ahead of any open roles that may open up that match their skills and experience.
Pro tip: If you have marketing automation technology, you can automate the if/then conditions with behavior-based campaigns, which helps you hyper-personalize follow-up emails based on their location, experience, interests and more.
