Unfortunately, when we look at the biggest recruitment issues today, they all start with the fact that recruitment is not as simple as posting a job online and waiting for the ideal candidate to walk through the door. This fact is especially true when recruiting online.
First, online recruitment is all about creating a scalable and sustainable Recruitment Funnel. Secondly, in order to be successful, you need to create a talent pipeline that enables your company to identify, attract, and engage top talent candidates continuously.
While Digital Recruitment has come a long way in recent years to help employers improve hiring outcomes, we still have these 5 top challenges to overcome in 2020.
Top 5 Recruitment Issues in 2019
How to stand out in a crowded and competitive job market.
How to develop a competitive hiring strategy that attracts both active and passive candidates.
How to identifying and attracting top talent candidates faster.
How to build engaging candidate experience within the framework of the digital age.
How to create a sustainable hiring process that allows you to hire better and faster.
How to overcome recruitment Issues in 2020
Here’s a look at five strategies that can help recruiters overcome these recruitment issues and develop hiring strategies that enable them to attract, identify, engage, and ultimately hire top talent candidates faster.
1. Understand Recruitment Data first
Thanks to emerging technology, today’s recruiters have access to more recruitment data than ever before. The problem is that even with this massive amount of recruitment data, there still seems to be some confusion as to how to use this information in a meaningful way that improves hiring outcomes. Recruiters must learn how to use industry data, job market insights, and company-specific information to get a better picture of what their “ideal” candidate looks like and what skills they bring to the table.
This recruitment data will enable recruiters to develop more accurate candidate personas, post targeted job ads, and create content that attracts quality candidates that are most likely to “fit” with the company. Most importantly, technology allows recruiters to track the success, or lack of success, of any given recruitment marketing campaign.
This step helps recruiters continuously improve recruitment strategies and to understand their ideal candidate better. When used correctly, recruitment data can help recruiters identify their “ideal” candidate in the midst of a crowded and competitive job market.
2. Creating Candidate Insights
Recruitment data goes beyond helping recruiters develop a clear picture of who their “ideal” candidate is. When used correctly, recruiters can take this data and turn it into valuable insight that can help them understand candidate behaviors as well. This process allows recruiters to connect the dots between recruitment data and candidate insight to get a better understanding why candidates work and what motivates them to change jobs or start new careers.
This insight helps recruiters go beyond the standard job postings and job ads to create a tailor-made recruitment process that is both scalable and sustainable. By creating a custom-made hiring process that uniquely targets your ideal candidates, you can boost candidate engagement at all stages within the recruitment journey. This hiring strategy enables you to cut through the crowded job market to both identify and attract your most ideal candidates.
3. Develop a Personalized EVP
There is no denying that today’s highly competitive, candidate-driven job market is making it harder and harder to not just attract but to actually onboard top talent candidates. If employers hope to remain relevant in today’s busy job market, they must effectively find a way to make their company stand out from their competition. What employers need is to develop a strong and consistent Employer Value Proposition (EVP).
At its core, an EVP explains the unique qualities, attributes, and benefits the company offers to its workforce. Since, no two companies are alike; it is vital that you create a customize EVP that highlights the uniqueness of your company. Your EVP should align with company values, goals, and culture, and remain consistent throughout the hiring process.
You can use a combination of employee feedback, candidate data, and insight into candidate behaviors and motivators to develop a personalized EVP to attract candidates that are right for your company. With the right EVP in place, you can improve the quality-of-hire, time-to-hire, and overall hiring outcomes.
4. Humanize the Recruitment Experience
Employers have come to realize that salary and benefits are no longer sole motivators for candidates. The reality is that today’s candidates want more. They are looking for an experience. It’s all about culture fit, job value, and career development. Ultimately, today’s candidates want a recruitment journey that is engaging, transparent, and meaningful.
Unfortunately, some recruiters focus so much on new technology and collecting candidate data that they start to dehumanize the recruitment experience. When used correctly, however, emerging data and candidate insights should make the recruitment process more human, not less.
Recruiters have the power to use insight into candidate behavior and motivators to create a recruitment journey that is more customized and personalized than ever before. Humanizing the recruitment experience gives recruiters the power to reach both passive and active candidates, which is crucial in a highly competitive job market.
5. Understand the Human Elements of the Hiring Process
Application Tracking Software (ATS) has simplified the process of collecting, filtering, and managing applications. However, managing applications at the click of a button can make it easy to forget that there are humans at the other end of the application process. Certainly, technology can help to streamline the hiring process and speed up the time-to-hire. In fact, the right technology, when used correctly, can even improve hiring outcomes. It can’t, however, replace the human elements of the hiring process.
It’s essential to go beyond industry analysis and to dig deeper than candidate data to better understand who the candidates are, what skills they bring to the table, and what motivates them to look for new career opportunities. While technology may help you filter through your applicant pool to identify top talent, it’s the human element in the hiring process that enables you to determine which top talent candidate is right for your company.
You must merge technology, candidate data, and behavioral insights with human elements in order to improve not just the quality-of-hire, but also job acceptance rates and retention rates. At Tulsie, we provide recruiters with the smart sourcing solutions they need to enhance the recruitment process and improve hiring results. We help recruiters connect the dots between technology and data to gather meaningful results that enable them to both customize and personalize the recruitment experience to reach their “ideal” candidates.
Learn more about overcoming the recruitment marketing issues of 2020, by contacting Tulsie today.
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