There are significant opportunities for HR and Talent Acquisition leaders at every organization to take advantage of the current climate within the business on Recruitment. My article last week covered the first 3 of my top 5 recommended actions you can do to improve Recruitment at your organization which included:
5) Focusing on Your Recruitment Strategy – It all starts with a plan.
4) Targeting Your Talent Sourcing – The success of Recruitment is judged solely on finding and hiring the right talent for your organization. Don’t be too focused on other outcomes – there is only one outcome that matters in Recruitment, the hire!
3) Developing Your Hiring Managers – Best-in-class organizations recognize the importance of investing in their Hiring Managers capabilities through ongoing recruitment and interviewing education, tools and training programs.
So without further delay, let’s jump right into my top 2 recommended actions you can do to improve Recruitment at your organization:
2) Smart Use of Social Recruitment & Candidate Engagement – We all know the impact social media has had on talent acquisition functions over the past number of years. Social media continues to have the potential to revolutionize recruitment as we know it. Unfortunately many organizations are still struggling with how to effectively manage and leverage this platform.
Best-in-class organizations recognize that social media is simply one of a number of different talent acquisition platforms, programs and practices which contributes to their recruitment success. They understand that everyone uses different social media platforms for very different reasons. The smart organizations know which social media platforms generate their best talent outcomes with data analytics – they understand where their quality talent is coming from and leverage this understanding to generate more successful results. They focus on quality over quantity in terms of talent.
Most organizations aren’t very selective in terms of their social media reach and they struggle with the enhanced candidate flow coming into them via their extended reach. Most often, the quality talent gets lost in the quantity of talent being generated. We already know that many Recruiters are struggling with capacity challenges and simply don’t have the time to review and screen all the candidates coming to them for every open requisition. Maybe they only have time to look at the first 20 candidates that appear in the ATS – but what if the best candidate is the 21st candidate on the list or the 121st? Your organization has just missed out on the best person who likely wasn’t even reviewed by anyone.
Is the higher volume of candidates straining the capacity of recruitment to find the quality talent for your organization – and also hurting your reputation with candidates in the market who never hear anything back from your organization?
I continue to read studies showing that over 60% of candidates never hear back from an organization – of course, many will read this statistic and look at it simply from a poor candidate experience perspective. My mind goes right to how many great candidates have been missed by your organization and would have been a better candidate for your open position than the candidate you hired. I have always been a strong believer in a positive candidate experience but work with organizations to push beyond candidate experience and focus on candidate engagement.
Candidate engagement is the next level of candidate experience – and is focused on talent outcomes for an organization going beyond a simple branding perspective.
1) Hire and Develop Best-in-Class Recruiters – The performance of your Recruiters is the number one factor in the success of a Recruitment function. It isn’t your Recruitment technology, it’s not the Recruitment tools and it’s not your employer branding or culture – it all starts with having great Recruiters. If talent drives success within an organization then talented Recruiters drive a successful Talent Acquisition function.
The top 3 challenges of a Recruiter continue to remain the same:
- Finding good candidates.
- Filling positions quickly.
- Engaging Hiring Managers.
The profile and expectations of a Recruiter have increased over the past few years – for good and bad! The enhanced expectations of an organization on its Recruiters show the increased importance of the talent acquisition function. The challenge now is ensuring your Recruiters have the knowledge, skills and competencies to being considered a great Recruiter. Knowing the labour market of Recruiters like we do at The Talent Company, unfortunately only about 20% of today’s Recruiters would be considered “great”. Many organizations are beginning to hesitate when hiring experienced Recruiters and are looking at alternatives including hiring individuals with more of a sales and marketing background and train them on becoming a great Recruiter.
What makes a great Recruiter in today’s market? A great Recruiter is someone who is passionate about their role, is authentic and shows a genuine pride in their organization. They need to understand their organization, industry and the labour market. They need to coach, influence and build relationships with both business leaders and candidates. They need to research, network, market, and sell. Of course, all these skills mean nothing if they aren’t able to close the deal with candidates – it’s should always be about the outcome!
Today’s Recruiter needs to be a true partner to the business and have the knowledge, skills and competencies listed below to be successful:
The Core Knowledge, Skills and Competencies of Today’s Recruiter
Never underestimate the importance of having great Recruiters to your organization. A great employer brand in the market is nice but you need a great Recruiter to enable your organization to take full advantage of your brand with great talent in the market. All the best Recruitment and Talent Acquisition programs, technologies, tools and practices are meaningless without a great Recruiter who enables these platforms to succeed.
Simon Parkin is the Practice Leader for Recruitment, Talent and HR Solutions at The Talent Company – www.thetalent.co Simon is recognized as a global thought leader in the acquisition and management of talent and has successfully transformed the Talent function for organizations of all sizes. Simon works closely with clients to build, develop and innovate their Recruitment, Talent and HR functions. He is a former global leader of Recruitment and Talent for a Fortune 100 company. Simon is a featured speaker at a number of HR and Recruitment conferences across North America and an author of many acclaimed articles on innovative Recruitment, Talent and HR trends and best practices. Simon’s full profile can be found at http://ca.linkedin.com/in/simonparkin1
For more information on The Talent Company please visit us at www.thetalent.co