Want to start a passionate conversation with a recruiter? Ask them, “How much of your time is spent screening applicants?”. From running global recruiting teams to speaking to hundreds of recruiting professionals over the past decade, they’ve shared that as much as an astounding 25% of their time went to reviewing applicants to job postings.
Recruiting technologies that have emerged over the past few years have been a boon for HR when it comes to unloading many of the burdensome administrative tasks that accompany the hiring process. However, with all this new technology, companies can run the risk of alienating the candidate with a cold and impersonal experience. Balance is needed.
It’s that time of year. The Class of 2016 has arrived on the job-search scene and with them come radically different beliefs and opinions about hiring, employment and the workplace. Today’s graduates will not tolerate organizational bureaucracy and inefficiency. They’re impatient and often demanding—and with hiring on the rise, the ball is in their court.
The recruitment landscape has evolved rapidly in recent years. The process of attracting and hiring the talent that business needs has become ever more complex and multi-layered. Digital tools have enabled quicker and simpler applications – no longer dependant on time or location – and greatly increased the number of connections every job seeker has, putting them closer to recruiters and target companies. This raises applicant expectations for the recruitment process with new tools and technology speeding up the matching and selection.
Sourcing and recruiting diverse candidates can be challenging. But the smartest and fastest-growing organizations understand that having the best talent from every background is key to sparking innovation and seeing results.
A proactive diversity recruiting strategy needs to have clear goals, the systems to make the goals successful and metrics to measure that success.
The 10 Toughest Jobs to Fill in 2016
This is the third in a series on the Secret Sauce of leading a successful search. The first two chapters included the important steps of crafting the job posting and then the important research and networking. This musing is dedicated to the important vetting process in determining the finalists for a search.
This is the second of this series - The Secret Sauce in Leading a Successful Search.
How far in advance do you plan for talent needs? What activities make up your planning efforts? How satisfied are you with the technology you’re currently using to manage planning efforts? Earlier this year, I asked hundreds of leaders in talent acquisition these same questions – along with the most important question on the topic: How effective would you rate your organization’s planning efforts for talent acquisition?
Effectiveness in Talent Acquisition Planning