Hiring Insights Blog
2019 will be the year of strategic recruiting, and the post-and-pray approach will finally end. If recruiters want any chance at filling the millions of open positions coming their way, they need to adopt this new approach to talent acquisition. Fortunately, the new year offers a fresh start for transforming recruitment strategies at your organization. We polled iCIMS clients to learn what their top recruiting priorities are for 2019.
Based on these responses, it will be imperative next year to:
1) Build Talent Pools
Seventy-two percent of survey respondents plan to prioritize building talent pools in 2019. To avoid a costly and lengthy time-to-fill, employers can build talent pools and nurture talent until they are ready to apply for a position. Seventy-five percent of job seekers agree that companies should develop more talent pools, so they can connect with you before they are ready to apply.
For organizations with high turnover or jobs that are always open, talent pools can be a game-changer. Consider why a manager of talent acquisition at CORT plans to expand their pipeline in 2019, “Many of our roles have multiple openings or are positions we recruit for all the time. So, having better ways to identify candidates and pools to choose from, maybe filling jobs would be easier.” Use talent pools to be proactive and stay ahead of future talent needs.
2) Improve Candidate Experience
Sixty-eight percent of survey respondents plan to prioritize improving the candidate experience in 2019. Having an engaging career site is only part of delivering a positive candidate experience. It encompasses every touchpoint a candidate has with your company, including your website, application, communications with your recruiters and the interview process.
HR professionals like this recruiting manager at Rydon Group Ltd recognize that offering a positive candidate experience can have a great business impact, “We are keen to be seen as an employer of choice, winning talent through more engaging regular communications to develop a genuine employee value proposition (EVP).” Providing a positive candidate helps you build your talent pipeline, create a favorable brand impression and ultimately facilitate a smooth transition from candidate to hire. It can even protect you from being ‘ghosted’ by talent.
3) Improve & Utilize Data and Analytics
Forty-six percent of survey respondents plan to prioritize improving data and analytics in 2019. Recruiting is shifting to be as much about numbers and metrics as it is about people. To be successful in the new year, it’s critical that you have insight and visibility into job candidates, processes and performance. In fact, seventy-seven percent of executives have identified people metrics and analytics as a key priority in their business, according to research by Bersin by Deloitte, Deloitte Consulting LLP.
But, recruiting analytics like time-to-fill or time-to-productivity are important at the business level and the process level. A recruiter at Voyig, LLC recognizes the benefits of unifying systems data to make smarter recruitment decisions, “Increasing our utilization of data/analytics across a variety of metrics will allow us to fine-tune different components of the recruiting process and understand where we are hitting/missing.” Integrating HR systems helps eliminate confusion, inconsistency and inefficiency for better data and decision-making.
What are your New Year’s recruitment resolutions? Whether you plan to improve high volume hiring with mobile candidate engagement or save money by screening applicants more efficiently, you need the right talent acquisition tools to support your recruiting transformation.