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?
One of the hardest things to do when recruiting is ensuring that you maintain a diverse workforce. Ideas from people with varied life experiences is vital to a business world that is always changing and lives on the cutting edge. However, many companies find that they have trouble finding candidates that will provide those distinct ideas, and are tempted to blame the problem on there being a lack of potential hires that meet those criteria.
There are dozens of options for job sourcing and it can be hard to choose between them, but the smart recruiters are learning how to effectively use both free and paid channels to get the right employees for their company.
The best way to break down these channels is to think of them in terms of organic and sponsored sources. Both have a place in job sourcing, and knowing how to leverage them appropriately means more efficient budget allocation and longer-lasting employees.