In a digitally connected world, your talent audience expands far outside the reach of your geographical community and into your global online community. LinkedIn’s 2016 recruiting survey found that 56% of talent acquisition leaders noted they would be increasing their hiring volume in 2017. In order to capture the attention of the audience needed to attract more candidates, organizations must do more than just share on job boards, LinkedIn, and career pages. An aligned communication strategy with an understanding who your target audience is, is the first and crucial step to attracting and connecting with prospects that you can convert into qualified applicants.
There are several considerations for your communication strategy, such as having a solid understanding of your Employer Value Proposition (EVP), evaluating your current channels of communication, and ensuring that it aligns with the corporate communication policy.
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.
In today’s world, it is very common to find organizations who have talent communities. Just like any community, a talent community provides an environment of like-individuals to learn and share about specific topics. By joining a talent community, you can expect to learn more about the organization and what it’s like to work there.
Like many, you might think to yourself “Why should I join a talent community, can’t I just apply to a job?” You certainly can just apply, but where does that get you? A submitted application with little to no follow up from the employer. A talent community connects you with the organization allowing a relationship to develop.
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.