Hiring Insights Blog
The world of recruiting and hiring has evolved over the past decade. With new technologies and a changing workforce, it’s safe to say that recruiting has gone from a reactive job to a proactive one. In order to be successful today, recruiters have to think more strategically in order to attract the best candidates, or they’ll get left behind by their competitors.
So what makes a recruiter successful?
Below are five daily habits that differentiate superstar recruiters among the pack.
1. Run Reports on Key Metrics
Talent acquisition continues to be one of the most urgent issues for companies, and the pressure to hire the right people has created an intensely competitive recruiting environment. The reality is that job seeking and recruiting have changed forever, and companies must rethink their current processes and technology strategies in order to align with corporate objectives.
For example, the disruptive force of technology has permanently changed the way people apply for jobs and how employers hire, requiring talent acquisition departments to take on a more analytical approach to hiring by tracking key recruiting metrics.
Manual tracking of metrics in spreadsheets or folders is no longer a viable option.
Explains Recruiting.com on the importance of reporting, “Identifying the results of your efforts each day is the best way to improve your processes. Utilize tools that help you understand your recruiting initiatives from a high level perspective. From these metrics, you can decipher what recruiting strategies are working and which are not. That way you can readjust your actions to maximize your ROI.”
2. Follow Up with Candidates
From the candidate’s perspective, the most frustrating part of the candidate experience can be the lack of meaningful communication or feedback to their application or resume.
Says Doug Horn, contributor for Recruitifi, “In order to maintain strong relationships with their candidates, good recruiters must answer their phone calls and return them when they happen to miss one. Candidates will become resentful if they are left in the dark for too long, so an open channel of communication is critical.”
The war for talent is going to have winners and losers, and we all want to hire a winning team. In such a competitive environment, an outstanding employment brand is required to attract the best and brightest. While most talent acquisition professionals know in theory that a company’s employment brand is key, few really analyze the candidate experience as one of the most important elements of the hiring process.
3. Actively Source Multiple Channels
It’s no secret that because candidates are in control of today’s talent acquisition landscape, companies are competing to capture the best. However, new research available through iCIMS Talent Pipeline Playbook predicts that companies will be waging this war for longer than anticipated, as a result of forthcoming talent shortages.
To stay ahead of the curve, leverage multiple channels through which to post your open positions and promote your employment brand, including:
- Job Boards
- Social Media Networks
- Career Site
- Internal Candidates
Additionally, 68% of companies say that connecting with passive candidates is an important strategy at their company. Therefore, make it simple for passive candidates to submit basic information and opt-in to automated email campaigns. Talent pools allow companies to group passive candidates by interest, and target these audiences with recruitment campaigns. The aim is to keep the attention of who is interested in your company, but not yet ready to apply.
4. Encourage Employee Referrals
According to iCIMS’ The Impact of Successful Employee Referral Programs report, 85% of employers expect their companies’ hiring to increase or stay the same. At the same time, workers are staying in positions for shorter periods of time. By capitalizing on employee networks, companies can start addressing the need for increased hiring in today’s new era of talent acquisition
Employee referrals are the most significant source-of-hire for employers, bringing in top talent that increases quality-of-hire, instances of cultural fit, positive results, and decreases key metrics such as cost-per-hire, time-to-fill, and turnover. Additionally, referred employees have higher job satisfaction, report better culture-fit, and feel more prepared to execute on their job duties.
5. Build/Maintain Relationships with Hiring Managers
Hiring managers and recruiters are uniquely positioned to notice different problems in the hiring process. If you don’t understand the hiring manager’s personality and expectations, how can you possibly find a candidate who will fit? Receiving feedback on a regular basis allows you to see what worked, what didn’t, and what internal improvements can be made for the next search.
What are some of the recruiting strategies and recruiting tools you use to recruit the best talent for your company?