Clinch Talent

Product overview

A cloud platform to centralise a

company’s career pages, recruitment

marketing and talent network efforts.

Enabling companies to source, identify,

understand, engage and convert the best

candidates - including the 90% who

show interest but do not apply.

Functionality

Channel performance

Content performance

Candidate behaviour

Source of hire

Source of influence

Content Marketing

Workflow

Social distribution

Job site distribution

S.E.O.

Candidate profiles

Messaging

ATS integration

Pipelining

Talent network

Career sites

Micro-sites

Mobile pages

Internal pages

ATS Job feed integration

Why you need a recruitment marketing platform85% of candidates now start their search for a job in a search engine before ending up on an individual

company’s jobs and career pages. But the majority are not there to apply for a job, they are there to find out

more about the company as a potential employer. 61% of US job seekers now identify themselves as “passive

candidates” who are just looking for new opportunities. They have a low tolerance for a difficult process or

poor candidate experience. If your company wants to hire this talent, you need to give them the information

they need in as frictionless a manner as possible and make it easy for them to express their interest. As

candidate behaviour drives recruitment to become more inbound, recruitment teams also need to employ

some of the techniques traditionally associated with inbound marketing to their hiring process.

“Top talent is searching for a company the same

way they would for any other purchasing decision”

Recruiting Daily

The ‘passive’ talent journey

~60% of all adults look at jobs every month. The majority start their search using a search engine or an aggregator.

Up to 7 months may pass before a candidate’s initial discovery and an actual application

At this point in their journey ‘passive’ talent is shortlisting new opportunities that sound interesting.

When this talent visits jobs and career pages it is to find out more about the company as a potential employer

Interesting opportunities and companies are identified for further investigation

Over a period of time the candidate will engage with the company across multiple platforms, career pages, social, product pages etc.

Typical candidate fall off rates

Many candidates visit your careers pages and job listings to find out about the company not to apply.

Of those that do apply most are rejected and you are left with less than 1% of the candidates you attracted in the first place in your ATS.

Outbound versus Inbound ROI

Typically inbound delivers 3X the ROI of outbound marketing efforts in traditional sales and marketing. In

recruitment you have already paid for the traffic and employer branding, by converting more of it to

successful hires you can deliver an even better ROI.

Candidate experienceCandidate experience starts before an application is made and in many cases the best possible experience is

when a candidate that is likely to be rejected self selects out of the process as early as possible.

Helping this to happen starts with getting the right information in front of the right people at the right time.

By giving prospective candidates the information they need to self-select in or out of making an application

you can deliver a better experience for everyone.

Streamlining the application process is also important. Minimising the steps a candidate has to take to find a

job or make an application reduces the drop off rates of difficult to hire talent and also increases overall

candidate satisfaction ratings.

Clinch can remove up to 80% of the clicks a candidate carries out to find a job and make an application.

Candidates = $$$41 percent of surveyed candidates who had a

poor candidate experience stated they will

definitely take their alliance, product purchases,

and relationships elsewhere.

67 percent of those who had a 5-star candidate

experience, even if they did not get a job, said

that they will definitely increase their

relationship through brand alliance, product

purchases or networking.

Either case represents a lot of potential lost or

gained revenue to an organization and an

indicator of the true business impact millions of

interactions with candidates can have on the

bottom line.

CRM and Talent networkA network allows for communication between the network owner and the network members. A community

facilitates and encourages conversations between the community members.

Our approach.

90% of visitors to job listings and career pages are looking for more information about what it may be like to

work at the company and are not planning to apply for a job. Clinch enables you to build a talent network

from these people who have demonstrated an interest in your company with as little information as their

email address. No lengthy sign ups or additional data capture is needed. Candidates who show interest can

be segmented and messaged based on their behaviour. Clinch CRM functionality delivers ongoing relevant

and contextual communication to and from the candidates without hosting a community. Non-applicants can

be attracted and automatically nurtured into highly engaged candidates without requiring them to ‘join’ the

community. Legacy community members can be imported and messaged from Clinch to quickly see who is

actively engaged with you as a potential employer.

Talent network phases

Attract

Engage

Non-applicants Highly engaged candidates

AnalyticsBy integrating with your ATS Clinch delivers both candidate and content centric analytics to help you better

understand which channels, content and candidates are delivering the best ROI for your recruitment team’s

time and money.

IntegrationsClinch offers a powerful open API for customers and partners to access data and integrates with a range of

aggregators, vendors, social networks and applicant tracking systems.

Function Clinch

Job Feed Integration ✔

Candidate Input ✔

Application Input ✔

Status Output/Source Input ✔

Ancillary Information to Candidate ✔

Enhanced Apply Client dependent

ATS Integrations

Legal and compliance

Clinch can be configured to meet or exceed any legal

regulations concerning the contractual promise of

affirmative action and equal employment

opportunity required of those who do business with

the Federal government.

Additionally Clinch can be used to promote and

increase diversity of hiring by delivery of targetted

recruitment campaigns to specific target audiences.

Customer opinions

“The Clinch team are innovative, responsive and flexible when dealing with our

requirements. We find the product simple and user friendly allowing us to create

dynamic and targeted recruitment campaigns“

“There are a number of really great recruitment marketing tools in the space right

now, and Clinch are showing it wants to be a market leader.”

Bank of Ireland

HR Tech specialist

Contact me:

Shane Gray

shane@clinch.io

+1 646 642-3283