Episode 61: Anil Dharni - Unleashing the Power of Data with Special Guest: Sense

So when you see that data, What are some of the common measurement gaps that you see in TA organizations that don't allow them to get those three signals? Is it bad source data, bad stage definitions, weak recruiter follow-up, leadership maybe focusing on the wrong metrics? Is there things that make it hard to get to those three high intent signals?

yeah yeah absolutely i think i think the first one i called out which was like if that data lies in disparate systems and then that organization multiple so i've

got it over here on a crm i got it over here on a spreadsheet i got it in my ats i got it in different places so that's the first

thing exactly

yeah exactly and

i'm like to your participants right who are here engaging like i would say we have healthcare hospital systems where the exec hiring runs off excel spreadsheets where the high volume hiring maybe runs off Workday or ORC or Taleo.

And then you have another system where the nurses are and yeah, it's all over the place.

So they don't have one system where they can just get that complete visibility, the holistic visibility as to what do I truly have, right? That's number one.

Number two, when all these candidates came in and your teams, your TA teams started having conversations with them, you only got to half the information.

Let's say you got to know, OK, where they lived.

You got to know maybe some licensure information.

But after beyond that, you weren't able to move the conversation forward.

So you only have limited data about these folks that have applied to you in the last 24 months, let's say.

So how do you fill that gap? How do you reach back out to them in a nurturing way where you say, okay, I have this information.

I don't know where you are today, and I'm missing this half.

So you've got to personalize that outreach in a really meaningful way.

Hey, we would love to stay connected with you.

We thought you were great.

And I know the timing didn't work out.

But here, if you can help me get this, gather this information, I can really reach out to you when it truly matters to you, right? So those are the pieces where we see the gap is if you ask the leaders, they will tell you what the bounce rate is on the applications.

They'll probably say, hey, 70% of the candidates that apply to me do not complete my application.

Then the next question you ask is what information is missing? And then they don't have that answer, right? So yeah, you got to the basics, but what is it that's missing for you to make a compelling pitch back to them as to why they should continue talking to with your organization? And I think that's where the AI, that's where the outreach, that's where the automation can really come in and start filling the gaps for you.

So when you do do the quality reach out, you know exactly what you're talking about and why you're reaching out to them.

When you like, let's just say 10 out of, you know, maybe out of 10, right? Like, so let's say you're going to 10, you know, it doesn't have to be even be healthcare.

Are most funnels set up and I guess, and we all know that this, you know, candidate re-engagement, this quote-unquote gold mine that we're sitting on that we sometimes don't know how to tap we know that that's an opportunity and we see it in our own um data we see it in our own benchmarking data um you know the average time that a candidate sits you know idle if you will uh in a database but are most funnels um pretty noisy or are there some organizations that really have this dialed in I'm just trying to kind of get a sense of like where the industry is out of 10.

So when you see that data, What are some of the common measurement gaps that you see in TA organizations that don't allow them to get those three signals? Is it bad source data, bad stage definitions, weak recruiter follow-up, leadership maybe focusing on the wrong metrics? Is there things that make it hard to get to those three high intent signals?

yeah yeah absolutely i think i think the first one i called out which was like if that data lies in disparate systems and then that organization multiple so i've

got it over here on a crm i got it over here on a spreadsheet i got it in my ats i got it in different places so that's the first

thing exactly

yeah exactly and

i'm like to your participants right who are here engaging like i would say we have healthcare hospital systems where the exec hiring runs off excel spreadsheets where the high volume hiring maybe runs off Workday or ORC or Taleo.

And then you have another system where the nurses are and yeah, it's all over the place.

So they don't have one system where they can just get that complete visibility, the holistic visibility as to what do I truly have, right? That's number one.

Number two, when all these candidates came in and your teams, your TA teams started having conversations with them, you only got to half the information.

Let's say you got to know, OK, where they lived.

You got to know maybe some licensure information.

But after beyond that, you weren't able to move the conversation forward.

So you only have limited data about these folks that have applied to you in the last 24 months, let's say.

So how do you fill that gap? How do you reach back out to them in a nurturing way where you say, okay, I have this information.

I don't know where you are today, and I'm missing this half.

So you've got to personalize that outreach in a really meaningful way.

Hey, we would love to stay connected with you.

We thought you were great.

And I know the timing didn't work out.

But here, if you can help me get this, gather this information, I can really reach out to you when it truly matters to you, right? So those are the pieces where we see the gap is if you ask the leaders, they will tell you what the bounce rate is on the applications.

They'll probably say, hey, 70% of the candidates that apply to me do not complete my application.

Then the next question you ask is what information is missing? And then they don't have that answer, right? So yeah, you got to the basics, but what is it that's missing for you to make a compelling pitch back to them as to why they should continue talking to with your organization? And I think that's where the AI, that's where the outreach, that's where the automation can really come in and start filling the gaps for you.

So when you do do the quality reach out, you know exactly what you're talking about and why you're reaching out to them.

When you like, let's just say 10 out of, you know, maybe out of 10, right? Like, so let's say you're going to 10, you know, it doesn't have to be even be healthcare.

Are most funnels set up and I guess, and we all know that this, you know, candidate re-engagement, this quote-unquote gold mine that we're sitting on that we sometimes don't know how to tap we know that that's an opportunity and we see it in our own um data we see it in our own benchmarking data um you know the average time that a candidate sits you know idle if you will uh in a database but are most funnels um pretty noisy or are there some organizations that really have this dialed in I'm just trying to kind of get a sense of like where the industry is out of 10.