In the digital age of job search, luring applicants is a breeze. All they have to do is hop online and search in Google these days to start gathering a list of jobs in their area. While that’s handy for the jobseeker in terms of getting an idea of what is advertised, it does little for the company who wants to work on sifting through those applicants to find the right candidates. Hundreds of applicants, if not thousands, make it really hard to narrow it down to just one. Ask any recruiter.
In efforts to better connect with their talent audience, companies turn to social media to build a following of people whom they can educate about their company, services/products, culture, and employment opportunities. Simply educating the masses, however, isn’t going to find the diamond in the rough. The trick to sharing all of this information is to actually engage with your followers and gather practical information about them in terms of making a hiring decision.
The cost of hiring is going up. Companies are discovering that competition for the best talent is getting fierce. Candidates now have multiple offers to consider. In this competitive talent landscape companies are investing more time and money hiring the right people to drive their businesses forward.
Selecting the right candidate is the first step to ensuring your investment is well spent. But as many recruiters and hiring managers know, finding that right candidate isn’t always easy. It’s kind of like finding Willy Wonka’s golden ticket; there aren’t many out there, but with perseverance and patience, you just might find one. As recruiting shifts ever so slowly from a post-and-pray model to a proactive relationship-based one, companies can begin to focus more on talent fit rather than job fit.
It’s that time of year again – the heart rates of new grads are pumping as they look towards their future, and the heart rates of campus recruiters are jumping as they reach out to connect with a new wave of prospects. When they meet in the middle, a disconnect between reality and expectation ensues.
The divide between the expectations of the Class of 2016 versus the realities leaves recruiters with two options: an opportunity to explore and educate or to fail both the grad and company.
Machines are better at hiring talent than humans. Or so they tell us. Sourcing, candidate screening, job matching, source of hire data, time to hire metrics – all of these and more are aided or provided by tech tools and systems. Technology certainly makes the role of the recruiter more refined, effective, and efficient, but we can't remove people from the mix entirely. We think that the human touch is still a vital component to making successful hires. Even with cognitive technology at our fingertips, the last say on a hire is a person, not a machine.
Your talent community craves personal contact. Who wouldn’t? We live in a world of machines; in a world of a million ways to stay connected without ever having to actually talk to someone. So it’s nice, feeling like someone is taking the time to talk to you – just you. But we know that’s not the most effective way for a recruiter to spend their time, especially if your talent community is made up of thousands of people.