While recruiting in this hyper-connected world gives HR teams the ability to find candidates from across the globe, the workplace is still suffering from a severe talent shortage. An alarming four out of every ten companies are unable to connect with candidates that possess the necessary skills and talent to fill available job positions.
The problem is not necessarily the lack of talent in the candidate pool; it’s the fact that recruiters are having trouble attracting them. There is a clear disconnect between how recruiters and candidates view the hiring process. After all, 72% of hiring managers believe that their recruiting strategies are clear and understandable, while only 36% of job-seekers agree. Searching for a job is a stressful experience; adding any confusion or difficulty to the mix can deter even the most qualified talent from pursuing an opportunity.
In order for companies to find the best people they need to grow their business, they must have a recruiting strategy in place that actively attracts the best talent. Here are four practices that companies can use to attract better, more qualified candidates.
1. Become comfortable with tough questions
There is no need to fear the difficult questions. In fact, one study found that a challenging interview session actually resulted in a 2.5% more satisfying experience for the candidate once they were hired.
However, this number does not just pertain to the applicants – the interview process is not one-sided. It is just as important for the hiring manager to be prepared for hard questions as the candidate. The question and answer portion of the recruiting process is meant to help both sides determine if this will be the right fit.
Recruiters must be prepared to answer any tricky questions that applicants may have, especially in relation to the specific position they are interviewing for, the responsibilities, and the ways someone can be successful in the role. Be sure that your team knows as much information as possible so that they are not left scrambling when a tough question comes up. And, of course, make sure that hiring managers have their own list of prepared questions to eliminate any one who doesn’t make the cut.
2. Emphasize internal structure
Top talent is attracted to an orderly and efficient day-to-day workflow. Companies that utilize software tools or structure systems are able to boost productivity, increase engagement, and improve the employee experience overall. Signs of disorganization during the recruiting process could be an instant turnoff for a potential hire.
Candidates also want to know what their days will look like if they accept a position, so recruiters need to paint a clear picture for them. Be sure to mention specific tools and strategies used within the company to keep everyone organized and on track.
Using tools like Slack or Skype can be really helpful for internal communication and file sharing. Due to their popularity, most candidates will be familiar with these systems. However, more complex strategies, such as Scrum or Agile approaches to team projects, may not ring a bell with every applicant. Be sure that your hiring managers are able to explain why these systems are used and ensure that each candidate will receive proper training.
3. Keep screening methods updated
The job market seems to move at light speed these days. Organizations need to develop the right screening pipelines and hiring methods to keep up. One of the trending practices in recruiting is using artificial intelligence (AI) to uncover the most qualified talent without spending hours sifting through applications.
By using a data-driven recruiting system, HR teams can narrow down the candidate pool to those who fit the mould best. Tools like Harver not only automate the pre-qualification process, but also breaks down each applicant’s skill level. The system then uses specialized aptitude assessments to identify each person’s strengths, situational judgement tendencies, personality traits, and more. From here, recruiters can see the exact data they need to move towards the next step.
Using an AI screening resource is not only helpful, it’s an impeccably smart move for every business. 94% of recruiters agree that using this type of software has improved the talent acquisition process and saved copious amounts of time.
4. Sell the culture
When it comes to filling an available role, culture fit is important to both the candidate and the recruiter. According to one study, 48% of recruiters look for potential culture fits and a combined total of 84% of candidates look for signs of a healthy, fun culture when searching for jobs.
In order for HR managers to be able to explain the positive aspects of the organization’s culture, they must first be able to define it themselves. Culture Amp is a tool that uses employee feedback surveys to accurately measure engagement, experience, and development within the organization. It collects all this data and turns it into understandable reports to help leaders gather a clear picture of the culture as a whole.
Recruiters need to know how to “sell” the company’s culture to candidates during the recruiting and interview process and get them excited about joining the team. Listing off the number of company parties and events doesn’t really give a clear picture of the culture within the day-to-day of the company. However, sharing examples of positive employee interactions and talking about the values that are important to the company will offer a much more meaningful description.
Recruiters cannot be passive when they are searching for new talent to add to the team. Job-seekers have a lot of options available to them, so it is up to hiring managers to catch their attention and capture their interest.
Each part of the hiring process must focus on attracting more qualified candidates through strategic screening processes. From there, the entire interview should also focus on providing a positive experience that keeps them tuned in and excited to learn more.