Talent Acquisition Disrupted??
Optimize Your Recruitment Process For 2021 With 5 Simple Steps
While driving along a beautiful yet challenging mountain road on a sunny afternoon can be a pleasant experience. But what happens when a giant rock slide crashes into your way? Such a situation is never a pleasing one to anyone.
The same happened in Mar’20, an enormous rock slide of COVID-19 slam Talent Acquisition (TA). This pandemic smashed into the TA space without notifying and has disrupted all of its regular strategies. Organizations had to diversify their recruiting funding promptly and lay off TA team members. This upheaval resulted in companies evolving more strategic and tactical processes than ever.
Many recruiters and HR professionals believe that their work procedures are inadequate and outdated. This concern innately curbs from two factors. First, recruiters spend an enormous amount of time on manual tasks and often require an outrageous amount of effort with a brief return when talking about qualified candidates. Second, there is the realization that the recruitment industry is burgeoning rapidly. While recruiters may comprehend the expense of manual tasks and the peril of failing to adapt to a changing hiring environment, few feel endowed to optimize their recruitment strategies.
To survive in a competitive, candidate-driven, and challenging job market, it is essential to identify inefficient and outdated processes. Five common areas may deter you from enticing and employing the best talent.
5 WAYS TO OPTIMIZE YOUR RECRUITING PROCESS
Use the following 5 easy tactics to optimize your recruitment process and improve the ROI of your hiring efforts in 2021:
1. Data Insight-driven recruitment
Data-driven recruiting incorporates the usage of tangible facts and statistics to enlighten hiring decisions. It includes the entire process which starts with the selection of candidates to develop hiring plans. Nowadays, recruiting teams who are using data-driven processes are more likely to be productive, reduce expenses, and refine their hiring.
How data-driven recruiting can help the recruiting teams?
In the hiring process, with the help of data, you can boost your hiring quality. Besides that, the following are some benefits of data-driven recruiting:
Allocate the budget by tracking the recruiting channel that can bring in the most qualified candidate for you.
Improve productivity and efficiency by figuring out certain stages to speed up the time-to-hire.
Excavate hiring issues by looking for reviewing your application form conversion rates and redesigning or tweaking your questions if required.
Set criteria for your hiring since recruiting yield ratios show how many applicants they typically need to make one hire. If there are only a few applications, consider re-advertising the position.
Implement objective hiring decisions. For instance, the selection of candidates based on assessment scores and structured interview results has become an effective hiring method.
There are plenty of other networks to drive insights, for example, Indeed and LinkedIn, so it’s important to go beyond that and explore further. The more insights you have, the more proactive you can be. Better insights for better hiring!
2. Optimize your social recruitment efforts to attract talent
The significance of social media in the recruitment community is burgeoning. It is one of the massive transformations in recruiting over the past decade. The heightened social media is to attract and keep talent. Social media recruitment means using multiple social media channels like LinkedIn, Facebook, Twitter, websites, and job portals to search for, persuade and hire talent.
The social platform has become a crucial part of recruitment marketing. It is much more than merely posting the latest openings on social accounts. It can look for potential talent and build long-lasting relationships.
Why is social recruitment important?
Let’s look at some statistics which showcase exactly why utilize this marketing strategy as a recruiter.
As per a Career Builder survey, 70% of recruiters use social media platforms to screen candidates during the hiring process. Besides, according to a study by Aberdeen Group, 73% of millennials got their last job on social media.
Apart from delivering expectations to candidates, social strategies offer various other benefits such as:
Target your ideal candidates and get in touch with the younger and tech-savvy professionals.
Connect and engage with potential candidates and passive professionals.
Create an online personality and employer brand impression for your organization.
Get the tools to curate and publish content to engage with others.
3. Limit standardized recruitment processes
According to ERE Media, top candidates stay available in the market only for 10 days. So, what is the duration of your recruitment process? As per LinkedIn, only one-third of companies fill a vacant role within a month, whereas the remaining companies take somewhere around one to four months to process a new hire.
If your organization is among those remaining companies that take up to four months to fill the open job positions, shortening your recruiting process can be a significant achievement for you. With the faster recruitment process, you can save both time and money along with hiring better candidates.
To optimize the recruitment process, there is a need to eliminate outdated practices. Most companies usually treat every role and every position the same way when talking about hiring. If they follow a standard recruitment process for every role, this can save time and reduce expenses.
The following steps can help to limit the standardized recruitment process:
Combining candidate details in one database
Building an efficient & organic talent pipeline
Training the hiring managers on interviewing techniques
Using an interview tool
4. Plan a Predictive Recruitment strategy with a strong candidate database
Apart from familiarity with all recruitment stages, processes, and things, a good recruiter is also well-aware of candidate database management and developing a relationship with candidates. Candidate pipelining or database is the collection of all the information about active and passive candidates. It helps talent recruiters to think beyond the current requirement. This step alone can put them in a better position to be strategic consultants to their company. Besides that, it has the following benefits:
Fill hard-to-fill roles effortlessly
Improve your team’s productivity
Lessen your expense and time to hire
Whether you are planning to try candidate pipelining for the very first time or looking for some tips to improve your approach, the following simple steps will help you develop your candidate pipeline and measure its accomplishment:
Develop a stand-out employer brand that persuades the kind of candidates you want
Concentrate on skills your business recruits for frequently and roles that are not easy to fill
Source great applicants to fill your pipeline through job portals like LinkedIn, networking events, and referrals
Ensure your pipeline is filled with a distinct slate of applicants
Level the breakdown of internal and external applicants in your pipeline
Have a source to help everyone to be on the same page
Engage your pipeline and stay in touch to keep candidates updated
5. Improve your candidate experience via clear communication to extend your brand
Technology has a significant contribution to the recruitment industry, and an updated process with new tools can help you keep applicants in the loop. Although everything gets automated, it is crucial to keep the human aspect present. Optimize the recruitment process with new tools and methods and connect the best talent and keep following the trend.
As a business-performance measure, organizations seek to improve the recruitment experience for the applicants. Therefore, they are trying to make the process easy for the applicants, for example, finding and applying for the positions, ensuring the brief and simple application process, proper interaction with the candidates before and during the recruitment process, and providing timely feedback to the applicants though some of them have failed the recruitment.
Applicants who have unfavorable experiences are not likely to consider reapplying in the future. In the worst situations, they may even throw out their frustrations on social media platforms. Also, companies, like Glassdoor, give opportunities to candidates to give their feedback and help to rate organizations in their recruitment process.
It is not possible to have an accurate hiring process, no matter what kind of elaborated process you are following. A future employee can have an instant of most splendid right before the interview, whereas a potential employee may have a terrible day of their life. Even though its outcome can be a lot of lost potential, by optimizing your recruitment process, the chances are high not to make this situation happen by a considerable margin.
Are you ready to make 2021 your most successful hiring year? It’s a great time to refresh your recruitment process. Inspiration Talent is here to reduce the stress of hiring new staff. We’ve supported many managers through recruiting and see the long-term effects of both great and not-so-great employees.
We have a resource pack that will optimize your recruitment process and ensures you grow your business with the best people.