Rotterdam/Amsterdam - 3 April 2024 A candidate journey that is right from A to Z and that keeps a candidate interested until application. Pre-visit on your work-by site, on the site itself and what happens after site visit. A seamless experience for the candidate across these 3 phases. This is a wish of many employers. Good news: MrWork and Floyd & Hamilton are joining forces to make this possible. This collaboration creates a perfect integration between MrWork s recruitment marketing automation software and Floyd & Hamilton's worksite SaaS technology. As an employer, you reap the benefits of this!
Techmatch made in heaven
Floyd & Hamilton is the specialist in the field of recruitment sites. With their SaaS technology, they have been developing customised work-by sites for employers in 18 countries for almost 15 years. Thanks to Hamilton CMS, employers can then manage them independently and continuously expand them without the need for a developer.
Ramses Serno and Karlien Donders, founders and CEOs at Floyd & Hamilton, are enthusiastic about this collaboration and believe that the technology of the two SaaS companies strengthen each other. Ramses Serno says: "A work-at-home site is the basis of strong employer branding and a good recruitment strategy. Every candidate lands on your recruitment site sooner or later and it is therefore almost always part of the candidate journey. Sometimes, in the current job market - with few active jobseekers and a low willingness to apply - it is still a challenge to get the right candidate on your recruitment site and to encourage them to take action.
Karlien Donders adds: "That's exactly where we see a nice complement of MrWork 's technology, which we can make available to customers through Hamilton CMS. With our current joint customers, we already see a positive effect and with this collaboration, and therefore further integration, this effect will be further enhanced."
Where Floyd & Hamilton ensures that candidate journeys are available to the desired target groups on the recruitment site, MrWork's recruitment marketing automation ensures that you reach the right people and candidates get to know you as an employer outside the recruitment site or land in the right place in the recruitment site.
These technologies thus complement each other perfectly. MrWork brings traffic to your work-by site and converts it into responses with lead generation and nurturing, while Floyd & Hamilton facilitates the online platform from which the responses flow in. The philosophy of technological innovation, giving control back to the employer and recruiters and recruitment marketers being at the controls themselves connects these recruitment software companies. That this is what employers want can already be seen in the large customers the two companies already have together, such as Simon Loos, Aviko and Flynth.
More control over the entire candidate journey
The absolute driver for this collaboration is, of course, the benefit to customers. Mees van Velzen, founder and CEO of MrWork, says: "Thanks to the integration of our recruitment tech with that of Floyd & Hamilton, employers get a much better grip on the entire candidate journey. Data is exchanged between the tools, allowing you to see exactly what happens before someone comes to your site, what someone does on your work-at-home site and what happens to this potential candidate afterwards. This allows you to offer each candidate a tailor-made candidate journey, because you know exactly how far someone is in the orientation process and what a logical next step would be."
MrWork and Floyd & Hamilton remain two separate organisations, but make their data and tech work together optimally when a company opts for both solutions. For example, in the MrWork dashboard, you can see not only the reach and clicks to your landing page from your recruitment campaigns, but also what that generates on the work-by site. Not only hard conversion (a job application) is measured, but also partial conversions, such as setting up a job alert or starting a Whatsapp conversation, are directly reflected in the campaign results. In short, you have a complete picture of the performance of your recruitment marketing efforts.
With that complete picture, you can make more targeted adjustments to your recruitment marketing campaigns, further refine and/or personalise the candidate journey and automate the touchpoints needed to get a candidate ready for an interview. In the end, you fill your recruitment pipeline with more and better candidates, without spending extra time on it.
