What are your biggest recruiting challenges?
I talk to recruiting leaders in a wide range of industries, and even though their candidate pools are very different, they share a lot of the same talent acquisition headaches. No matter the industry, the same problems keep them up at night.
One challenge I hear a lot? Sourcing. In today’s candidate-friendly job market, finding the right people is more challenging than ever. The market is so tilted toward candidates that many are now “ghosting” employers, blowing off either interviews or work altogether. It’s difficult to get statistics on the exact rate of this phenomenon, but we’ve all seen the anecdotal evidence. During an informal survey of businesses, USA Today found that “20 to 50 percent of job applicants and workers are pulling no-shows in some form.”
Ghosting is frustrating, but I think it’s really a symptom of a larger problem: inefficient recruiting processes. I know that doesn’t quite roll off the tongue like “ghosting,” but it means that recruiting processes need to be simpler and more streamlined. Better processes will help you build a better candidate experience and respond quickly to trends like ghosting.
Here’s how to update your recruiting processes.
Identify Your Pain Points
Applicant tracking systems aren’t perfect. We’ve all had days where we’ve sworn we were going to buy a new system first thing in the morning.
But making a system change ignores the larger point: Sure, your probably ATS has some issues, but your process probably has a whole lot more.
So before you consider buying a new tool, evaluate your process. Audit it at every step, from top-of-the-funnel requisition generation all the way through onboarding and the nurturing of your talent pool. Figure out your pain points and investigate them to find the sources of the pain. These may not even be related to your work: Maybe your hiring managers aren’t completely engaged with the process. Perhaps you’re not getting enough candidates. Maybe your tech is too difficult to use.
Either way, you won’t know until you take a good look under the hood.
Figure Out Your Processes Before Buying Your Tech
Nope, it’s still not time to buy a new system.
Now that you’ve isolated the pain points in your process, it’s time to consider how you can improve your process. After all, a new tech tool isn’t going to solve your non-technical issues. Think about the questions asked in interviews, the way hiring managers engage with candidates, and your onboarding materials.
Use the information you’ve gathered to create a new process. And don’t stress if your process seems too much like your old one, or different from a competitor’s. That’s OK. Recruiting processes are like DNA. Everyone’s is different.
But as you seek to create more efficiency, remember to consult with stakeholders in your organization as well. Each will probably value different metrics. For example, your hiring manager may value quality of hire more than anything else, while your VP of HR probably cares about cost per hire. Knowing what’s important means you’ll have information to create a more efficient process, and also give your organization better ROI (and I bet that’s the metric the C-suite cares about the most).
Don’t Get Distracted by Bells and Whistles
Finally, when making a purchasing decision — or even a decision to modify aspects of your current system — make these two factors your priority.
Prioritize Simplicity, Not Price
Find a system that works for the process you’ve created. Bells and whistles are great, but they have to make your recruiting process much more efficient. If they don’t, well … they’re just bells and whistles.
Find a System That’s Adaptable
As technology and the candidate marketplace change, so does your recruiting process. Let’s go back to our ghosting example. If you find your organization combating an epidemic of no-shows, you’ll have to change parts of your recruiting process to counter it. Your ATS will need to be able to easily accommodate experimentation in your process as you try to get things right.
One final reminder: Your tech is just a tool, not the process itself. If your business is meeting market expectations for salary and benefits, then your most important differentiating factor is the human one.
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