Blog

So, you have plenty of company when struggling to attract candidates or even finding that your candidates are dropping out midway through the recruitment pipeline. However, just knowing this is not helpful. You need to solve this. Simply put, you need qualified candidates now to fill up those positions – and fast. But first, let’s look at a few possible reasons behind the shrinking cost per hire (CPH) metric in these times.

Why are good candidates so few and far between?

According to seasoned recruiters, here are the major reasons why you are not getting suitable candidates, or why they are dropping out:

• The job post fails to deliver the intended message to the candidates
• The job posts are not shared via the right channels
• You are not leveraging new and emerging talent sourcing trends, like social media campaigns and passive candidate outreach
• Your search team is struggling with a lack of tools and resources
• You are not utilizing the innovative new strategies of talent search
• Candidates are more selective in applying for openings
• Lack of sync between what the employer is looking for and what the candidate wants in a job
• Other factors, like weak culture, benefits, and employer brand

Logically, we can say that if we can eliminate these reasons behind the scarcity of candidates, we will see improvements in our hiring results.

So, how can we rise above the roadblocks and get an abundance of great candidates?

Here are Five Tried and True Ways to Find Great Candidates in Changing Times

1. Create clear and high-intent job descriptions

Create your job descriptions and job announcements with as much precision as possible. It’s more about adding the “right” information, not the “most” information.

A way of showing empathy directly in the job description is to address the major concerns about work-life balance and company culture that many candidates have today. On top of that, show that you have a development plan for the newly hired employees – tech workers, for instance, highly value this.

It should be apparent from the job posting that they can gain something from working with you. If they just want to be paid well, they have that opportunity in many places. But what gets you ahead is if you value them as a person and you’re interested in helping them in their career arc.

2. Pursue passive candidates

You need an active recruitment team that vigorously searches out passive candidates.

Passive candidates are candidates who are not actively looking for a new job but would consider switching given the right offer. In fact, 37 percent of US workers are passive candidates, according to the Society of Human Resource Managers (SHRM). You never know the opportunity you have to offer might make a lot of the talent rethink their career trajectory.

If you come up with an inclusive package and reach the right candidates, hiring can be made easier. You just need the right strategy and tools.

3. Got LinkedIn? Fine! But where else?

Okay, so you are posting your job description on LinkedIn, Indeed, and other places, and you are also getting quite a few applications. But guess what? None of them is quite the match you are looking for. What more can you do? Diversify your options.

Consider the following:

• Industry-specific job boards
• Exploring remote job boards
• Leveraging the freelance workforce

You can also try reaching out to recruiters outside of your current network to share and collaborate on talent database enrichment – that’s one way of thinking outside of the box.

On the other hand, the job market has sprouted up a different sort of recruiter – the reverse recruiter. They work directly for jobseekers and help them find their dream roles. They network and find open positions on behalf of jobseekers and help them apply for the position.

Creating and building connections with these professionals can be mutually beneficial. They can help you if they have a jobseeker with the skills you need.

4. Build savvy and empathetic recruitment processes

The whole recruitment process needs to show a certain savvy and empathy. Today’s candidates have seen workplaces and will know what kind of environment it is. So, it’s important to put your best foot forward and ensure a great candidate experience. From the way you message to how the information is being disseminated to the candidates will show them that you care for the professional partnership that you are about to embark on. More importantly, emotional empathy should always remain as a guiding light. Even sharing an interview preparation guidebook as a gesture of care after setting up the interview date can show that you support their growth.

5. Take advantage of recruiter tools and resources

Acquiring knowledge and information can be tricky. Sometimes, we simply don’t know what we don’t know and what we are missing out for not having that piece of knowledge or information. Yet another point in case would be technologies like the mobile hiring app and recruitment email automation that can immensely help with productivity and time management. New tools, strategies, and resources continue to emerge, and when you’re in the hiring business, you need to be on the lookout for new developments. Be agile. Be nimble. Don’t hesitate to introduce new things in your work processes.

Finding the right candidates can be a daunting task, especially if your human resources team is lean. At Target Solutions, we have built our best relationships through the connections we have made with professionals just like you and would love to take some time and have a conversation. You never know, we may just be able to help you overcome your challenges and find the best candidates yet.

As a business leader, you have probably given thought to hiring a professional search firm to land good candidates quickly when trying to fill vacancies at your company. And you would be right to do so. Without a great recruiting process, you could lose potential talent in your industry to your competitors. This is true because today, as many as 49 percent of applicants on the average decline a job opportunity because of a poor recruitment experience, according to the Society of Human Resource Management (SHRM).

According to one report, the average recruiting time across various domains is 49 days. Although that is likely a good average, in-house recruiting or positions with unique skill or experience requirements have the potential to take far more time.

Time is precious, and that is not something new to successful businesses. While each company uses different ways to measure profit and has varied initial costs, the standard time to become profitable is two to three years. Hiring a professional search team is one way to save a significant amount of time. It is because a professional recruiter takes care of the primary and initial steps involved in the hiring process. A company doesn’t need to sift through resumes and applications. The agency ensures that the time your managers spend finding the applicants is spent choosing the ones worth hiring.

It doesn’t end here; a professional recruiting firm schedules interviews and prepares the applicants with the information they require. The firm also deals with administration issues, including communication with selected candidates. It verifies the applicant’s information, such as references and qualifications. Companies that choose to work with a professional search firm can minimize in-house resources and time spent on the hiring process. It not only fills vacant positions faster but also increases the company’s efficiency.

How can hiring a search team further benefit your organization? Read on…

Expertise and Market Knowledge

Often, companies have specific and complex candidate requirements that are challenging to match. This is when a professional search firm’s market knowledge and expertise come into play. For instance, if you need to hire a manager, you should know recruitment legislation. A credible recruiting agency understands the relevant requirements and applicable legalities and rules. When a business establishes a relationship with a professional recruitment agency, future hiring processes become more accessible. The agency is aware of the type of talent a business values. It looks for the qualities needed to make a perfect fit within the business.

The best search firm acts as a collaborator and partner. Keep in mind that recruiters are hiring specialists in the industry. They work with competent and experienced hiring teams that have insight into what is in demand in the job markets. The recruiters know the best ways to reach out to available candidates, career expectations, and skill sets. They have proven methods to overcome hiring complexities and shortages.

Portrays Professional Image

If you’re a startup, you may not have experienced in-house recruiters. Hiring a professional search firm can ensure that your organization appears professional throughout the recruiting process.

Takes Advantage of Credible Third-Party Endorsement

A professional search firm also offers third-party guidance and advice to job applicants. Further screening and evaluation are easier when candidates know about the prospective company. Professional recruiters answer queries from hiring managers and candidates. It allows each party to know what it should expect and what’s expected from them.

A professional recruiting firm should be your priority if you’re looking for the best talent to improve your business growth with their skills and competence.