Remember, technology is only effective if it supports a defined process.
The first step to overcoming any addiction is admitting you have a problem. Wait, don’t click away just yet. I promise I’m still talking about recruiting. So, what exactly am I talking about? Modern recruiting has a glaring problem. Before I tell you what it is, let me ask you two questions.
Today’s recruiters have an arsenal of tools available at their fingertips. Yet, even with the increased reliance on new technologies, recruiting efforts are getting less efficient every day. Don’t believe me? Consider this eye-opening statistic.
It takes an average of 52 days to fill an open position, up from 48 days in 2011. (Talent Acquisition Factbook 2015, Bersin by Deloitte, April 2015)
Despite the abundance of new resources and technologies, landing the best candidates is more difficult than ever before.
Listen closely. I’m not advocating you abandon these tools. In fact, you absolutely need them to be successful.
The issue is how you use your recruiting tools.
The truth is every area of business is undergoing extensive transformations, as a result of the constantly evolving digital landscape. From marketing to sales, the majority of business functions have had to rethink the way they operate. Now it’s time for recruiting to do the same.
If you’re still with me, congratulations! You have acknowledged there is an issue, and you’re now on the path to becoming a better, smarter recruiter.
Here’s what you do next. BUILD A HIRING PROCESS. I bet that’s not where you thought I was going with this, but the truth is any business function, team, and individual is only as good as its process.
It may not sound glamorous, but understanding what, when, and why you need to do something will enable you to leverage your technology stack more effectively, producing better results.
There is one caveat. Don’t forget about the candidate experience.
With access to more information, candidates are using that knowledge to make more educated and calculated career moves than ever before. If your process is not tailored to their unique needs, you’re never going to land them, no matter how great the role.
As you build your process, make sure every step is focused on building a positive, engaging, and personalized candidate experience. While you may be recruiting for the business, the candidate is your most important client, and their experience (from first contact to the offer) will ultimately determine your success.