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.
Eight hundred and twenty applications for a handful of roles. A little outrageous or the absolute norm in today’s job market? Regardless of the answer, the fact is that a company reviewed 820 applications. They may have taken a lot longer than the average time to fill rate of 25 days, but their follow up actions reduced any negative impact that could have had. And the 800 plus applicants who didn’t get hired? Chances are high they all received a follow up letter such as the one shared in the LinkedIn post above. Eight hundred follow up letters.
Let that sink in.
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.
We’re all aware of the Kevin Costner movie Field of Dreams. The movie is best remembered for the quote “If you build it, he will come.” Costner’s character, Ray, builds a baseball diamond in the middle of his Iowa cornfield and yes, Shoeless Joe came, along with the rest of the Chicago White Sox team of 1919. Once the diamond was complete, one by one, the members of the team came walking out of the cornfield, ready to play ball.
Sounds like an awesome concept, right? If you build a perfectly designed ‘field’ for a specific audience, you will meet their unfilled dreams while providing a sense of connection and achievement for those involved. Wouldn’t it be great if you could somehow - telepathically or otherwise - let your audience know you have something for them? Think of how great it would be if the moment you launched your talent community instantaneously there were 100’s of members already at your fingertips.
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.