“Houston, we have a problem.”
Recruiters are often stuck in a spiral that’s difficult to break. They’re constantly tweaking their processes to find the best hire for every job opening in as short a time as possible. But what if the right talent isn’t applying? What if your job opening isn’t reaching your potential candidates? Even when you have both talent and reach, there are still obstacles, like budget, time to fill, employer expectations, pay scale, and more. Most HR teams and recruitment agencies struggle in some way with attracting talent that meets their needs.
Candidates Rule the Market
We’re now part of a predominantly candidate-driven landscape. Competition for talent is fiercer than ever, and effective sourcing is no longer enough. Candidates are spoiled for choice, and recruiters need to go the extra mile to ensure they’re able to retain the talent they hire.
Communication Is Paramount
Having effective communication channels for both candidate and client engagement is crucial. Your processes must ensure that both stakeholders are kept up to date on the progress of interviews.
It’s All in the Numbers
Hiring is a numbers game, and recruiters need to keep track of the key metrics that affect their processes. Unless you’ve synced your database with a reporting tool to generate daily reports, it’s difficult to fix your time to fill, cost per hire, and other KPIs.
1. Define the Role
An effective job description is half the battle. Recruiters need to invest time to ensure that aspiring candidates have thorough understandings of their potential roles, the minimum requirements of those roles, what is expected of them, and the value that is in it for them. Recruiters must also address any potential questions candidates may have. One of the most significant factors to consider here is having a simple application form.
2. Define Your Brand
If you want to hire the right candidates and retain them, you need to know your brand and break it down for candidates. Determine the culture of your existing workforce, the company’s vision and mission, and its employee engagement activities, and then paint an overall picture of what it’s like to be employed at your company. This gives candidates a sneak peek into what they’re signing up for.
3. Define Your Screening and Interview Process
Most candidates dread an interview process that keeps them waiting in the dark. It can be frustrating and time-consuming, and it can end up pushing candidates away from the job. You always want to have a clear structure for your interview, screening, and assessment processes, and you need to communicate those structures clearly to the candidate. Plan a hiring process that analyzes the candidate’s abilities in the right way without wasting too much of their time. In addition, get an HR consultant on board to validate your processes and switch to an interactive assessment tool. These are compulsory investments.
Sure, it will take time to revisit old processes and revamp them to fit changing recruiting needs, and the results will take time to pay off. However, if your fundamentals are on point, you know the right candidates will make their way to you.
Recruiting is hard. It takes a lot of effort, insight, and presence of mind, but it’s definitely not rocket science.
This is the first of three posts in a special series from Zoho focusing on hiring lessons that are essential for every recruiter. Here, we broke down the basics of effective recruitment, and our second post will discuss the art of team-building. We also have a huge announcement coming up, and we would love to keep you notified. Learn more. Stay tuned!
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