Recruiting is constantly evolving. While some teams implement process after process and are constantly trying to improve their strategy to find candidates, the layers (or even the pieces) forgotten along the way, can be the very reason for falling behind the competition.
A high-volume recruitment role typically receives 250 or more applicants. Even with the power of a well-configured ATS, recruiters sometimes pass up quality talent just because of the sheer volume they deal with on a day-to-day basis. Improving your strategy to avoid this scenario at your company includes evaluating what your team could currently do without and what you might be missing.
Keeping everyone up-to-date on the many moving parts of the recruiting and hiring process can be tedious and take a lot of time out of a recruiter’s day. On average, recruiters are spending almost 2 hours each day on administrative tasks. From updating spreadsheets to sending emails and information requests, administrative duties can feel like your only responsible instead of the true task at hand — making human connections and finding the very best applicant for your open positions.
While this may be the norm for many recruiting departments, taking the time spent on these tasks into consideration is important when evaluating your process. If you could give recruiters back the time they spent on these updates, what could they accomplish? Better quality talent pipelines, finding best-fit applicants for the many open positions and much more. Investing in a candidate relationship software that’s able to complete these check marks throughout the recruiting process in an automated fashion can help alleviate your team’s administrative duties and help your company beat out the competition for the best talent, faster. Stepping away from the spreadsheets and into the future will only help you increase the candidate experience and ensure administrative tasks aren’t costing you quality talent.
According to NACE, 74.9% of recruiters focused their recruiting efforts on college campuses. Employers who attended 41 career fairs on average said they were extremely important in identifying talent early on. Not incorporating an events strategy into your high-volume recruiting plan is like handing over an advantage to your competitors. You may be thinking that recruiting events can be time-consuming and costly and you’re right, they can be. But selecting the right events to attend and investing in recruitment event software can not only put you in the race with competitors for finding top talent but boost you ahead.
Oleeo partnered with Universum to reveal student recruiting trends in 2018 and found 48% of candidates will not choose an employer as ideal if they do not know enough about them. Taking the time to create a recruiting events plan and implementing it with calculated steps will help expose your company to talent early and boost employer brand for an overall better-recruiting process.
If your high-volume recruiting process does not incorporate referrals in some capacity or form, you are truly missing out. Referred candidates are 55% faster to hire, compared with employees sourced through career sites and 88% of employers said referrals are the number one best source for above-average applicants.
Alexa Merschel, former U.S. campus talent acquisition leader for consulting firm PwC says referrals help their team find the best candidates, faster. Merschel said, "Candidates who have been referred by a current PwC employee stand out because they are being endorsed by someone who is already working at the firm and knows what it takes to be successful."
Neglecting a referral program altogether, or not taking the time to improve your current one, can cause you to fall behind your competitors. If your recruiters are only looking for talent from external resources like job boards, you’re likely to miss out on the talent within close proximity from referrals who are much easier and less expensive to bring into the recruiting process.
While high-volume recruiting is no easy task, to begin with, there are always improvements that can be made including reevaluating your strategy for the latest trends and processes your competitors might be using. Finding the right, diverse talent fast comes down to letting recruiters do what they’re good at which is making human connections. Give the recruiters on your team the ability to do so by implementing intelligent automation into your talent acquisition strategy.
A version of this article originally appeared on the Oleeo Blog.
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