Candidate Attraction & Engagement

Most early talent processes are designed to filter the people who find you. Very few are designed to find the people who should.

In-flight campaign data. Multi-channel engagement. Real-time pipeline analytics.

The challenge

Most attraction campaigns are evaluated when they close. By then, the decisions that shaped the outcome were made weeks earlier and cannot be changed.

The data that would have made a difference was there all along. Which channels converted. Which messages landed. Where candidates dropped out and at what stage. What the diversity of the pipeline looked like at week two, not week eight. Early talent teams rarely have that picture in real time. They have it in the debrief.

A campaign that delivers the wrong outcome is not a failed campaign. It is a campaign nobody was able to course-correct while it was still running.

Our approach

We run attraction campaigns with in-flight data as the operating model, not the retrospective. From day one of a campaign, you can see which channels are producing candidates who progress, which messages are converting, where drop-off is concentrated, and how the diversity of your pipeline compares to your targets.

That visibility means decisions get made while they still matter. A channel that is underperforming gets adjusted in week two, not noted in the debrief. A demographic that is underrepresented in the pipeline at week three prompts a targeted intervention, not a footnote in the final report.

The platforms behind this are Talent Portal and Talent Connect, working as one system. Candidate attraction, multi-channel engagement, automated pipeline management and conversion reporting, all connected to the same candidate record.

Outcomes

In-flight conversion data by channel, message and candidate group, so decisions are made while the campaign is live, not after it closes.
Pipeline diversity visible in real time, against targets you set at the start, with enough time to act.
Candidate drop-off recovered automatically through multi-channel chasing across email, WhatsApp and SMS (in the channels early talent candidates actually respond to).
End-to-end conversion analytics from first touchpoint to placement, exportable for board reporting, ESFA submissions and strategic planning.

Proof point

350,000 opportunity successes to date across the platform. Recruiters using the Talent Portal report that the greatest single time drain in early talent is not candidate sourcing. It is chasing: incomplete applications, missing documents, candidates who started and stopped. Automated multi-channel chasing removes that entirely, freeing recruiter time for the conversations that actually require a person.