With a big shift to digital and work from home becoming the new normal, the recruitment industry experienced a sudden boom with demand for technical professionals increasing at a striking rate.
But even with such a rise, the question still remains “Why are people not getting hired if hiring has increased?”
We are going to explore this problem in a 3-part series. In the first part, we are going to discuss the issue from the perspective of a recruiter.
A recruiter’s job is not easy. They are responsible for the entire hiring pipeline and sometimes find themselves in deep water juggling a multitude of tasks.
Here are 5 effective solutions that might make their life easier:
1. Adopting a Multi-Channel Strategy
Looking for candidates only on one platform is not enough. LinkedIn has been the universal platform for finding candidates and is used by professionals globally. But times have changed and it is important for the recruiters to adapt themselves to this new era of social media. Candidates are now found on all the social media sites like Twitter, Facebook, Instagram, etc. Thus, the recruiting team should implement a multi-channel strategy wherein they build their company’s brand on all of these platforms. Building a solid presence in social media will increase awareness and allow potential candidates to gain insights into the work culture and ethics of the company. For example, a company requires a UX designer in its team. Although LinkedIn is still a good channel to source candidates for such a job role, you have a better chance of finding more suitable candidates if you hang around non-traditional channels like UI/UX communities, discussion forums for designers, or design Hackathons. Thus, different channels allow recruiters to search for candidates with specific skills and opt for more targeted sourcing.
2. Adopting AI Hiring Software or Tools
This is the era of digital and it is important that recruiters jump on the bandwagon. A lot of AI-based hiring software and tools are now available in the market that is specifically designed for screening. Adopting one such technology will make the recruiter’s life infinitely better and increase productivity. This is because manually screening candidates take up most of a recruiter’s time and as a result delays the entire hiring pipeline. According to a report by fetcher.ai manual candidate outreach of 100 soured candidates takes about 8 and a half hours but the same can be done by an AI automation tool in about two and a half hours. The report also states that automating tedious tasks such as sourcing and outreach can reduce turnover rates by 59%.
3. Developing a Dedicated Candidate Engagement System
We understand that candidate engagement is something that recruiters often struggle with. But this is because most of the time you do not engage from the get-go. It is important to understand that building a relationship with a candidate is necessary even before you approach them. This is especially crucial for sourcing passive candidates. Because passive candidates are well “passive” and require that extra effort. Having a dedicated team or even a single person from the team who would regularly answer questions on the social platforms and reply to queries can help nurture the relationship between candidates and recruiters. The key to candidate engagement is to be always “present”. This basically means never leave a candidate high and dry and resolve any queries at the earliest. However, it is to be noted that the strategy of engaging with a candidate through LinkedIn should be different from the strategy of say engaging through Facebook. Engagement at different stages of hiring has to be contextual to the process and relevant to the situation. For example, approaching a candidate on LinkedIn should be formal and friendly, but can be casual on Instagram. Keeping a warm, friendly tone and showing genuine interest will resonate positively with a candidate and in turn, give you a higher chance of closing them. Consistent engagement is extremely important as according to a study 55% of candidates will lose interest in a role if the company does not follow up within two weeks.
4. Having a Mobile-Optimized Career Site
One of the most important things to consider during hiring is making sure that the company’s career site is mobile optimized. This is because according to a study 90% of job seekers use their mobile devices to apply for roles. However, only 20% of employers say that their career site is optimized for mobile users. This often leads to a detachment between the candidate and the company and as a result, the candidate is more likely to leave the process in the middle due to a convoluted job application experience. Having a mobile-optimized career site ensures candidates have the same job application experience as they would on a desktop site. Consistency in experience across platforms is the first step to great candidate experience. It allows for a wider reach in the audience as it can even reach busy candidates or passive job seekers. A company with an optimized site is also more likely to receive higher traffic and lower bounce rates from users coming through mobile devices.
5. Organising the Entire Process
It is important for recruiters to implement a process-driven system in order to maintain consistency in the candidates’ experience with the company. From the minute a candidate applies for the job till he has joined the company, it is important for the recruiter to hold his hand and guide him through the entire journey. One of the biggest recruiting fears is for a candidate to reject a job role at the last stage of “offer”. But what is even more terrifying is when a candidate accepts the offer but decides to ghost the team at the last minute. This happens mainly because most candidates receive multiple offers from companies and they have choices. This, however, is a nightmare to a company’s finances and time as up to this stage, a company has exhausted about 90% of its resources on that candidate. So, recruiters should make sure they are in constant contact with the candidates and are able to understand their sentiments as early as possible. Expediting the onboarding much earlier than the joining date is also a great way to improve the candidate experience. According to a report organizations following a standardized onboarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. Thus, making the onboarding process a fun-filled activity is important for a company.
Of course, recruiting a suitable candidate that fills the skill gaps in companies will always be a tough process. However, these few tips might just make the journey a tad bit easier for the recruiters.