Hiring the right people takes time, the right questions and a healthy dose of curiosity
– Richard Branson, Head of Virgin Group
There is no hiding from the fact that recruitment is becoming increasingly chaotic, with more companies than ever before competing for the best talent out there.
What is making recruitment so much more frustrating? And more importantly, why are we sitting with all these vacancies, with no pipeline for filling them?
There is more than one reason, although the fact that we now live in a candidate-driven market, is the main one. According to the MRINetwork – Recruiter sentiment study, 90% of recruiters feel that they are dealing with a candidate market, which is causing major struggles with recruitment. The study also revealed that the main reasons for the struggles are a lack of suitable candidates, together with a lack of response.
There are two solutions to this problem. Sit back and wait for the situation to improve or to understand why the barriers exist and take a proactive approach with the use of recruitment software to get top-quality candidates into your company.
Why the change?
Change is inevitable, but we could never have really predicted the massive changes which have occurred in recruitment, seemingly overnight. Today’s candidates are vaguely recognisable. They are not going to bite your hand off just because you offer them a job, they will take time to do their research – and that’s if they even decide to talk to you in the first place.
Recruiters need to understand that candidates are extremely tech-savvy, they will find out all they can about your company before they decide whether to have a conversation with you. They want you to engage with them on a personal level and this is why marketing and recruitment software is a huge part of recruitment, if not the main part.
Recruitment IS marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession. If you’re not marketing, you’re not in it to win it
– Matthew Jeffery, Global Head of Sourcing and Employment Brand at SAP
When to take the leap
The journey of the recruiter should not just be confined to knowing what to say to the candidate, but also knowing when to say it and this is key to achieving results in the hiring process. Candidates expect a personal approach these days, they are not interested in generic messages.
You can say all the right things to them, but if they are not interested in what they’ve read or heard about your business, your information will be falling on deaf ears, which is the mistake many businesses make. You need to know where candidates are in their journey and the crucial time to make your move. Have they started looking at your content? Are they checking out your testimonials? Or have they hit the jackpot and landed on your career page? These are all crucial parts of the recruitment process and this is where technology plays a massive part in the role of the recruiter. If you target the right people at the right time, with content which will make an impact, you are going to increase your conversion rates and ROI – that is a fact.
The Digital Transition with Recruitment Software
Although CRM’s have their place, they are only ever managing your current candidates, not the passive market (which is huge!) HR typically lags with technology, but according to the LinkedIn Global Recruiting Trends Report 2018 , 35% of hiring managers and talent scouts, feel that AI is a top trend which is having an impact on how they hire. This number is set to surge over the oncoming months. Understanding your candidates before you start a conversation with them will make a massive difference to your recruitment efforts. Modern marketing and the best recruitment software is key for recruitment nowadays and if you are not utilising, you are probably not getting results.