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Friday: the most popular day to quit

Change can be the consequence of a positive, new opportunity. Frequently, however, resigning is a series of negative events that lead to that final cumulative “Bad Friday" - the one that forces some to say, "enough."

Once this “Bad Friday” event occurs, a candidate begins their job search.

How does it begin? Friends, companies of interest, job boards, or...with Wicresoft's "Bad Friday" program: the company that has consistently dialogued with them since they applied two years ago (that's you!).

Learn how staying in touch with your past applicants will help your team decrease spending on traditional media, shorten time-to-fill, and much more. 

Bad Friday (1)

What is Bad Friday?

 

Bad Friday is a talent nurture program, an email tool, and much more.

Bad Friday identifies good candidates that already live within your ATS and markets engaging information to them consistently, automatically, and with no impact on recruiter bandwidth.

 

Bad Friday utilizes pre-screened, self-selecting, qualified candidates (already a resident within your candidate pipeline) who will eventually be open to the discussion of a new opportunity. It nurtures that initial interest in your company over time with engaging information that is marketed strategically and embodies a range of content mediums. It not only changes the behavior of your candidate pool, but it works with your recruiter team to place more focus on the candidates you already have, rather than the ones that can be acquired through yet another media spend.

FAQs

How does Bad Friday work? 

No client is the same as each client works with different software tools and has established a different approach. To determine what Wicresoft will do for each client requires a 2-step process:

1) Advisory

Wicresoft will do a deep dive to establish just what the current pipeline nurture process is. We will look at:

  • Tools – Just how are you using the ATS / CRM / Talent Communities to actively develop pipelines?
  • Marketing – What is the nurture strategy with the pipeline?
  • Social Media – How is this used to inform and engage a recruitment audience?
  • Metrics – What defines pipeline management success?
  • Adoption – How is behavior reinforced?

2) Organizational Adoption

The advisory phase generates a detailed analysis of current practices and a strategic plan to correct them. This plan will approach the challenge from four perspectives:

  1. Demographic break down
  2. Marketing
  3. Ongoing Adoption Methodology
  4. Process Re-enforcement

What are the benefits? 

  1. Recruiter Bandwidth – this strategy can be set up so that it goes 24/7 with minimal tweaking. Set up the assets, establish a distribution calendar, and press send. Now your recruiter can focus on the other multitude of tasks they have to do.

  2. Candidate Pipeline Veracity – because you will be wooing the candidates, they will be more receptive to your outreach than to your competitors. When recruiters send job openings, they will get a second glance because candidates will recognize the name as a company of interest rather than spam.

  3. Differentiation – this is vital in the sale of any product. Why you not them? It is likely your competitor is doing little to distinguish themselves and is just adding clutter to the email noise. This is good for you. Take this chance to stand out.

  4. Increasing ROI on Spend – having the habit and the strategy of continuing to market to the product of your recruitment advertising spend, the candidates, is not only going to increase the life of the spend, but also the ROI on it. Done effectively this can impact, if not reduce, the spend on media and agencies.

  5. Candidate Experience – the recruitment process culminates in an offer or a rejection. The emotional investment by the candidate is not insignificant, and yet unless a job offer is forthcoming the company will frequently “ghost” them. Continuing to foster a positive relationship with former prospective candidates will be to your benefit.

What are the outcomes? 

Can Bad Friday end your reliance on key media sources of hire? No. Does Bad Friday give a chance to reduce your expenditure on these traditional expensive sources? Yes!

An interaction with Wicresoft is going to give you three things:

  1. An ongoing methodology and process to source your own candidates and reduce your reliance on traditional paid sources

  2. Reduce spend with these key vendors

  3. Provide a self-sustaining system that doesn’t just disappear when the vendor does. Wicresoft's ongoing involvement ensures that the success metrics outlined at the start of the project are constantly met and exceeded.


Stop contributing to media dependence, candidate alienation, and candidate pipeline underutilization

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Full Benefits

Recruiter Bandwidth
Recruiter Bandwidth
This tool goes 24/7 with minimal tweaking. Set up the assets, establish a distribution calendar, and press send. Now your recruiter doesn’t have to do this and can focus on the other multitude of tasks they have to do.
Candidate Pipeline Veracity
Candidate Pipeline Veracity
Candidates will be more receptive to your outreach than to your competitors. When recruiters send job openings, they will get a second glance. Candidates will recognize the name as a company of interest rather than spam.
Differentiation
Differentiation
A concept vital in the sale of any product. Why you and not them? It is likely your competitor is doing little to distinguish themselves and is just adding clutter to the email noise. This is good for you. Take this chance to stand out.
Reduce Your Spend
Reduce Your Spend
Having the strategy of continuing to market to the product of your recruitment advertising spend, the candidates are not only going to increase the life of the spend, but also the ROI on it. Done effectively this can impact, if not reduce, the spend on media and agencies.
Candidate Experience
Candidate Experience
The recruitment process culminates in an offer or a rejection. The emotional investment by the candidate is not insignificant and yet unless a job offer is forthcoming the company will frequently “ghost” them. Continuing to foster a positive relationship with former prospective candidates is to your benefit.

 

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