Even after delivering everything, fancy excellent job perks, high salaries, cool job titles, and robust working environment – recruiters these days are finding it extremely difficult to attract talented candidates and fill open positions. The average number of working days required to fill an open position as reported last year was 29.2 (Source: insights.dice.com).
Recruiters relate this number directly to deflated growth for their company and a lot of wasted time waiting for an ideal candidate. However, when viewed from a job seeker’s point of view, this reflects too many confusing job listings, unrealistic job requirements, and a cumbersome application process. The applicants find the whole process irritating rather than feeling motivated or excited about the new job listings being made.
Given that both recruiters and job seekers are finding themselves in a state of misfortune, it is not just the one side that is to blame.
As a recruiter, you’re required to reboot your recruiting process and take advantage of various novel hiring trends in order to stay competitive and ahead of others in the hiring environment. This is required if you wish to attract top talent to your company and retain them for a longer time and also if job-seeking candidates are to be saved from a whole lot of grief. Reboot your recruiting with Recruiteze! Recruiteze is the best free online ATS for small business recruiting and hiring. Want a free trial? Click here!
1. There Is No Substitute to Getting Online
Even if it seems there is nothing new or unknown about this piece of advice, it needs to be repeated. In case you’ve not been posting jobs online, it’s time you must start doing it immediately.
Given that around 79% of candidates hunt for their jobs online, you would never want to miss this much talent. Besides getting online, there is a need to deploy the use of the latest updated recruiting tools and software and not the ones that are long overdue for an upgrade. Using the latest software makes it easier for you to streamline applications along with maintaining a database for candidates who send in their applications.
Even though the use of recruiting software automates most of the tasks that are involved in the hiring process, you need to be careful about the things mentioned below when you consider getting online:
Candidates these days are hardly interested in creating their detailed online profiles or filling out information that consumes a lot of time. All of them are looking for a user-friendly, quick and simple application process. Remember, time-consuming applications are going to turn away even the most committed and persistent job applicants. And, you’ll agree that there is no use listing exciting job postings only to find out the potential candidates are giving up on your job application process. Make your job postings easy with our custom job board from Recruiteze. Our free online ATS for small business recruiting and hiring makes the process easy for both job seekers and hiring managers.
2. Start Offering Location Independent Work
Because telecommuting and remote jobs are booming and employees are looking for greater job flexibility, it has become critical to start offering location independent jobs if you’re actually interested in attracting top talent. By building a geographically distributed workplace, you get an advantage of not losing out on talented candidates because of their location. Thus, you get an access to a much wider pool of candidates.
3. Mobile Recruitment Is the New Thing
The field of recruiting is not an exception when we talk about things going mobile. A majority of candidates are now interested in searching and applying for jobs from their mobile phones rather than having to do it from their desktops or laptops. Mobile devices yield maximum response rate in several areas including recruiting. Considering the importance these versatile devices have managed to gather, it has become crucial for you to start engaging candidates using this platform. The application processes have to be made mobile device compatible and these devices have to be used for building an employer brand, sharing job descriptions and pushing job notifications. Mobile devices can also be used for interviewing candidates and assessing their skills.
4. Job Requirements Must Reflect Your Specific Vision
What discourages most of the candidates in successfully completing their job application process is the long list of impossible job requirements. By explicitly mentioning every requirement and making the list of pre-requirements excessively long, recruiters tend to discourage job applicants as they inevitably don’t meet each and every requirement listed even if they are competent enough for the given role.
Your job is to broaden the list of job requirements to encourage all the deserving candidates to submit their applications. For example, by mentioning ‘minimum seven years of experience’, job seekers with six years of work experience or little less are discouraged from applying even if their experience and expertise better fit the given job role than candidates who possess the desired work experience but worked part-time. It is, therefore, always better to ask for proven experience and then scan the resumes for the most suited list of job applicants.
Having said that you need to broaden the list of job requirements, there is a need to be thoughtful in not generalizing the list of requirements at the same time. Your list defining job requirements shouldn’t be too short either. The rule of thumb is to make a listing for an available job in a manner that reflects your specific vision for the candidate that is needed for the job. It shouldn’t be a generic one found online or reframed from a previous posting.
5. Rethink Your Company Culture
As a recruiter, if you’re particularly interested in hiring millennials, you need to rethink your company culture and the work environment that you’re offering to prospective employees. Most of you would agree that millennials are attracted to greater work-life balance environments. In fact, they value work-life balance more than anything else and that comes only with flexible job environment, freedom to work from home, and open work spaces. Given such needs, it has become extremely important for you to communicate the company culture clearly to job applicants so as to be able to recruit only those candidates who are a good cultural fit for your company.
6. Candidate-Driven Recruiting
The traditional hiring processes are slowly dying out and are not going to work in the long run. What is going to work, instead, is candidate-driven recruitment as this is aimed at offering fast and efficient hiring processes along with an amazing experience. The main emphasis of candidate-driven recruitment is on selling the company culture and not just on making the assessment of prospective employees. Furthermore, the given hiring approach has its focus on clearly communicating the work culture to employees along with everything else that gets offered with the job role.
7. Spontaneous Hiring Processes
When the traditional hiring processes are deployed, recruitment takes place only when there are open job positions that need to be filled immediately. By using the traditional approach, it is quite possible to lose out on most sought after job candidates and ones that are a great fit for the company. That is because such candidates might not be available when the hiring has to be done. Thus, the candidates available during that time are the only choice you have and they might not be top-notch candidates that your business actually requires. Shifting from traditional recruiting methods to spontaneous ones allow you to hire a talented candidate whenever one becomes available. Even if this approach sounds outlandish initially, it yields much more effective results in the long run and helps in building a resilient team of high performing employees.
8. Team Efforts Always Count
Even though you’re in charge of recruitment processes that are followed by an organization, you would agree that you hardly have any continued contact with the candidates once they are hired. It is only when you analyze deeply that it becomes clear that it is actually the team members who work with the new recruits that help them settle into their new positions. Besides helping new members settle fast in their new jobs, these team members can also prove to be an asset while hiring processes are carried out. It is because they are true advocates for your company and even more, reflect workplace dynamics. Not only can they help job seekers decide if your company is an ideal fit for them they can also help you decide if the given candidates will be a good organizational fit. By making team members an integral part of the hiring process you tend to avoid several hiring risks that are associated with new hires.
If you’re really interested in attracting a bigger pool of talented candidates, you’re likely to have understood the significance of incorporating the action items given above in your recruiting strategy. And, by making these really simple fixes you’re going to find yourself in a position where becomes possible for you to successfully address the biggest recruiting challenges and find best-fit employees for your company.
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