1. Organizing Talent Pools
Decision: How will you define and group candidates into Talent Pools to support your recruiting strategy?
Why it is critical for implementation: Properly structured Talent Pools allow recruiters to target, nurture, and engage specific candidate groups, which streamlines sourcing and reduces time to fill.
Example: A technology company creates separate Talent Pools for software engineers by region and experience level, such as Junior Developers – EMEA and Senior Developers – North America.
2. Designing Data Capture Forms and Candidate Profile Extensions
Decision: What candidate information should be collected via Data Capture Forms and which additional fields are needed in the Candidate Profile Extension?
Why it is critical for implementation: Collecting relevant candidate data at the point of engagement ensures you can segment, search, and communicate with candidates effectively.
Example: For a campus recruiting event, the recruiting team adds fields for Major, Graduation Year, and Preferred Location to the Data Capture Form and Candidate Profile Extension.
3. Creating and Managing Email Campaign Content and Layouts
Decision: What branded email layouts and content templates will be used for campaigns, and who will be responsible for creating and maintaining them?
Why it is critical for implementation: Consistent, branded email communication strengthens employer brand, improves candidate engagement, and ensures messaging aligns with organizational standards.
Example: The marketing department designs a branded email layout with company logo and footer, while recruiters use standardized content templates for event invitations and job alerts.
4. Managing Candidate Consent for Marketing Emails
Decision: How will you manage and track candidate consent for receiving marketing emails and ensure compliance with regulations?
Why it is critical for implementation: Respecting candidate consent is essential for legal compliance and maintaining trust, as only opted-in candidates can receive email campaigns.
Example: The recruiting team sends an initial consent opt-in campaign to existing contacts, and configures the system to require candidates to check a consent box on all new data capture forms.
5. Assigning CRM Roles and Permissions
Decision: Which users will be granted access to Candidate Relationship Management features and what permissions will each role have?
Why it is critical for implementation: Assigning clear roles and permissions ensures data security, prevents unauthorized changes, and aligns responsibilities with user expertise.
Example: The recruiting admin is given full access to configure Candidate Profile Extensions and Data Capture Forms, while recruiters are permitted to create Talent Pools and launch email campaigns.