If you’ve ever tried to discover the right candidate in a pool full of unqualified talent, you’ll know that your options are limited. You’ll choose the best person you can find at the time—not the best fit for the job. But it’s not always about the number of candidates who apply; the best way to hire the right people is often from a smaller pipeline of more qualified talent.
2. Engaging qualified candidates
Good candidates are often contacted regularly by recruiters, making it harder for your own email to stand out. In addition, candidates with hard-to-find skills are often considering several job offers at the same time. You need to put extra effort into persuading passive candidates to choose your company over your competitors.
3. Hiring fast
Hiring teams want to hire as fast as possible, because vacant positions cost money and delay operations. Yet, depending on your industry,making a hire can take several months putting pressure on recruiters and frustrating hiring teams. A long time to hire may be a byproduct of a shortage of qualified candidates. The hiring process may be too long or hiring teams might struggle to reach a consensus, resulting in the best candidates finding jobs elsewhere.
4. Using data-driven recruitment
Companies can use recruitment data & metrics to constantly improve their recruiting process and make more informed decisions. But collecting and processing data can be a hassle. Spreadsheets are one way to track hiring data but they require manual work, are prone to human error—and they're not compliant . This makes it hard to track data and trends accurately. Hiring teams need ways to compile and organize data in an efficient and streamlined way.
5. Building a strong employer brand
A good employer brand helps you attract and engage better candidates. Organizations that invest in employer branding are three times more likely to make quality hire . Yet, it’s a complex process that includes anything from ensuring a positive candidate experience to promoting your culture on social media. It’s a continuous, collective effort that requires you to step out of your usual duties and secure buy-in from your coworkers.
6. Ensuring a good candidate experience
Candidate Experience isn’t only important for employer branding, but it’s also a factor when your best candidates are evaluating your job offers. The way you treat candidates during the hiring process mirrors the way you’ll treat them after hiring. If they had a bad experience, they’re less likely to accept. Conversely, positive candidate experiences can enhance your employer brand and encourage good candidates to apply and accept your job offers.
7. Recruiting fairly
Many companies struggle to attract and hire diverse candidates and unconscious biases are often the reason. Apart from your legal obligations to provide equal opportunities, hiring objectively is good for business because it helps you hire the best person for the job without stereotypes interfering. This will result in an inclusive workplace showing potential candidates that you’re a meritocracy and allowing you to benefit from diversity's positive effects
8. Creating an efficient recruiting process
Hiring teams need to communicate fast, evaluate candidates easily and know what’s going on every step of the way. Recruiters are tasked with coordinating all this communication and it’s not always a breeze. Especially if recruiters relationship with hiring managers is strained. Also, administrative tasks (like scheduling interviews) often take away valuable time that recruiters could have used in coordinating the hiring process and ensuring good candidate experience.
Talent pipelines are groups of candidates you’ve already engaged who can fill future positions in your company. This can help you reduce time to hire and recruiting costs, because you’ll already have qualified, pre-screened candidates in line when a role opens. To build talent pipelines:
Even experienced hiring managers and interviewers may need to level up their hiring skills. Combating biases is a common reason to train hiring teams, but coaching them on interview questions to ask or how to build rapport with candidates are also important. Here are a few ideas to train hiring teams:
It’s good to advertise on a job board that you know brings good candidates. But leaving it at that is a missed opportunity to create a truly powerful hiring process. Consider:
At The Assistants Company we Offer Recruiters the Ability of Hire Virtual Assistants who are equipped to Handle the Long Hours of Searching and Locating the Right Candidates , Submitting Relevant Resumes & Following up with Candidates till they reach for Interviews & Even Post Interview Follow Ups .