How to Build the Perfect Applicant Funnel [Created by Experts]

The sales funnel is one of the best tried and tested success mantras for almost every company, therefore it is natural that HR and staffing agencies will come up with an applicant funnel.

A perfect sales funnel ensures that each step is fully gauged and optimized so that every prospect stays interested in the company and eventually pays off.

So, why wouldn’t you use this same process to create the perfect applicant funnel?

On similar lines, the millennial recruiters today are also using applicant funnels to hire stalwart employees. But the funnel has turned more complex over time. Today the recruiters need something more than traditional marketing campaigns.

This article will share insights on hiring the best employees using the applicant funnel and how an ATS can help recruiters and the hiring managers cherry-pick the employees without cobbling up the things.

In detail, we will discuss:

  • Employment branding
  • Sourcing
  • Applicant generation
  • Assessing the candidates
  • Creating the perfect onboarding experience
  • How an ATS can help to improve hiring processes and candidate experience.

But first, let’s go over some of the typical applicant and marketing funnels.

AIDA Model

AIDA is often used in marketing to describe the steps a customer goes through in the process of conversion, and it stands for: Attention, Interest, Desire, and Action.

However, AIDA is used across various industries. It can be applied to recruiting to illustrate and describe the processes an applicant has to go through before being hired.

Awareness represents the top of the funnel. At this stage, potential candidates are aware of a company and the job position. They may either be actively looking for a job and ready to apply or a passive job seeker.

In the interest phase, the candidate is looking more into the company and job description. This is where your employment branding and company image have to shine in order to pull the candidate into the next phase.

In the consideration phase, the candidate has seen your employee value proposition and is aware of your company culture. They are thinking about sending the application, and you have to give them the final nudge to enter the next phase, action.

Action is the bottom of the funnel, traditionally. The applicant has sent their application. However, this is nowhere near the end. After this come screenings, interviews, and candidate onboarding.

This is the most stressful part for recruiters, as this is the phase where candidate experience makes the whole difference.

Let’s talk about all those steps involved in the applicant funnel and how it helps the companies hire the most allegiant and talented employees.

#1 Employment Branding

The candidates are far smarter and intelligent than they used to be. Offering lucrative compensation or an attractive job ad won’t suffice. The candidates need more.

As per the survey conducted by Glassdoor, 76% of the candidates seek information on what all the company has to offer. It is essential to define and promulgate the company profile and brand value if recruiters and hiring managers want great candidates to apply for the job.

Ensure that the company’s website or blogs, or social media pages, include career advancement opportunities, work-life balance, benefits offered by the company, and everything else that explains every single reason to join the company.

Apart from content, try to cover up the stories by including photos, videos, and testimonials.

#2 Applicant Generation and Sourcing

The recruiter needs to specify what they are looking for in a candidate and the expectations. Your perfect applicant funnel is only as good as your specifications.