Lately, we’ve been expanding and, therefore, hiring, which has forced us to deeply consider what our talent brand is. Have you spent any time thinking about yours?
Your recruiting web page is far too complex. I know that you want it to look good, with nice graphics, plenty of fields for data, and a complex search engine that will display every job to every candidate whenever they look.
But that’s not the way to get high quality applicants, nor is it an efficient method for attracting candidates. There’s a reason why 60% of job seekers quit in the middle of filling out an application.
Recruiting is no longer a waiting game. Thanks to a healthy job market and an increasingly limited talented pool, recruiters are now racing to find, engage, and secure candidates.
From the moment an application is received, recruiters are on the clock to make the first move, schedule interviews, and even make an offer. What’s more, many employers are trying to get it all done within 72 hours! Recruiters who miss out on this “magic window” risk losing candidates to the numerous other opportunities available in today’s job market.
Timing plays a crucial part in “candidate ghosting” — specifically the time and day a candidate is scheduled to come in for an interview. Understand this point if you want to protect your recruiters and hiring manager’s time and your company’s bottom line.
Nobody wants to hire somebody that will end up leaving in a week because they didn’t feel like the position was the right fit for them. However, it can be incredibly difficult to choose the person who is not only going to fit the position, but also become an integral part of the company culture. You want somebody who is talented and will be satisfied with the job for a long time to come.
Fortunately, there are a few secrets that the best recruiters know and we’ll share with you today.
The recruiting game is a highly competitive one. The more specialized the job, the more you will have to fight for every qualified candidate. While there is something to be said for it being a numbers game, you don’t have to choose between contacting several people and contacting them effectively. For that you need hyper personalization.
Hyper personalization is the way that you stand out from the dozens of other companies trying to recruit your candidates. And it only takes a few extra minutes of effort to really break the mold and win over more contenders to your company.
When we think of botching a big interview opportunity, we tend to think as a job applicant. But whether or not we’ve whiffed as an applicant, as recruiters, we miss the mark every time we lose a candidate due to an unengaged hiring manager. Hire engagement is key.
Recruiting talent in today’s current climate is a lot like a sales process. With a record 6.6 million job openings in the US, companies are now having to compete with each other to find and attract top-tier candidates.