While we all understand that the world is rapidly changing, it can be difficult to understand the scope of that evolution. Not only technologically, but socially there is a sea change that radically alters the way that we interact with one another, the way we live, and most importantly for this topic, the way we work.
The Senior Living industry is suffering from a workforce crisis. Due to rapid expansion and more people retiring to assisted living communities, companies have to pay more to find quality personal care aides and support staff for their facilities. And many are not doing themselves any favors with their career web pages.
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?
You may find it incredibly surprising that so many companies don’t yet have an Applicant Tracking System (ATS). Or, if you're reading this, you might actually be someone that isn't?
Despite 98% of the Fortune 500 doing so, only about 60% of mid-sized companies use an ATS. Some larger corporations, like startups and smaller organizations, are relying on Excel sheets and similar solutions instead. While it is certainly possible to do this, it’s often really inefficient. And in a climate where an ATS is starting to get less expensive can the spreadsheet way still be justified?
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.
There was a time when prestige alone could draw candidates to a company, but as the decades have rolled on and technology has improved, it has become necessary for businesses to spend more time and effort on recruitment advertising.
Fortunately, that same technology has also made it much easier to target and attract talent pools that were previously untouchable by the common recruiter. In fact, new tools are coming out all the time that help talent acquisition professionals to find the right people to fill open positions. This requires that many learn new skills, however, and realign their approach with trends in how people access the Internet and search, both for jobs and in general.
45% of job seekers use their mobile device to search for jobs at least once a day. 89% think that mobile devices play a critical role in the job hunt. Think about that for a moment. Without an effective mobile recruiting strategy, you are missing out on dozens of candidates that could fill key roles in your company.
Fortunately, it’s not that difficult to make sure that you’re able to handle mobile recruiting.
When you’re writing an effective job description, the tendency is to try to stick to the “less is more” principle, and as a result, end up hurting your recruiting efforts. These attempts at simplicity can read to job seekers like you’re trying to hide something.
It isn’t helped that many of the bad habits recruiters have developed stem from the traditional view of their relationship to candidates as adversarial. Information is withheld or obfuscated because hiring managers think, even subconsciously, that giving away too much information puts them at a negotiating disadvantage.
Modern recruiting is no longer about sifting through resumes looking for a story that matches your company’s needs. Rather, it’s about finding a story within streams of numbers that reflect how you are reaching out to candidates and how those candidates respond to you. Today, candidate sourcing is about interpreting the story that your recruiting data is telling you.
But how do you do that?