You publish the job ad, sift through resumes, and conduct rounds of interviews in search of the perfect candidate.
The hiring ritual has adhered to the same age-old script for decades. After all, if it’s been around for ages, it must be foolproof, right?
But here’s the stark reality; About 75% of employers struggle to find skilled candidates.
But is talent shortage genuinely a shortage of talent, or could it be that the flawed hiring methods are holding you back from hiring the right candidate?
Delve deep to explore.
How Businesses Currently Approach Hiring
- Relying on outdated criteria, giving excessive importance to experience, hard skills, current knowledge, and diplomas.
- Continuing to hire individuals similar to the existing team, despite evidence showing that diverse teams consistently perform better than homogeneous ones.
- Opting for free posting on Facebook and LinkedIn.
- Using newspaper advertisements, which are only effective for limited local coverage.
- Utilizing local employment office postings to employ unemployed people looking for jobs.
The Problem with Traditional Hiring
- Overlooking fresh talent with innovative ideas and potential.
- Missing out on individuals with unique skill sets or unconventional backgrounds – limited the diversity of expertise.
- The lack of targeted reach may overlook candidates inactive on social platforms.
- Weak marketing and branding strategies may make it challenging to compete for the best talent.
- Manual selection with poor scalability and alignment with internal culture.
The Solution:
Employee Referral Programs
When your current employees truly grasp the company culture, they’ll naturally connect you with candidates who meet the company’s goals. Imagine the time, money, and effort you’d save compared to traditional hiring methods.
Here’s why it’s a win-win:
- It cuts down hiring time by providing pre-screened candidates.
- Referral programs lower recruitment costs compared to traditional methods.
- Referrals bring candidates from varied backgrounds, enriching the talent pool.
- Referrals often bring in candidates who are a cultural and skill fit for the company.
Employer Branding & Content marketing
Your ideal candidate is not looking at the newspaper. They are squinting at their smartphone looking for online job postings. This is the reality of today’s Millennials and Gen Zs. And they make up about 50% of the workforce!
Moreover, today’s candidates adopt a consumer-style approach to exploring companies. This is why content marketing and employer branding matter so much.
As job seekers research your company to assess their fit, marketing content provides essential insights into role responsibilities, company culture, and more, making your company irresistible to the right candidates.
Partner with Outsourcing Providers
While employee referrals, marketing, and automation simplify things, imagine entrusting all the detailed recruitment tasks to someone who can work as an extension of your team.
Rather than depending on your talent acquisition team for all hiring needs, consider outsourcing the recruitment process to specialized agencies. These agencies have dedicated teams tailored to hire not just for routine positions but also for intricate roles.
While your talent acquisition teams may occasionally overlook crucial aspects like cultural fit, mindset, or specific skills required for complex roles, recruitment agencies deploy teams with specific expertise to source talent for each position on your behalf.
Imagine having a marketing specialist recruit for your marketing team instead of an HR professional – sounds promising, doesn’t it?
That personalized approach is what you need to enhance your recruitment outcomes.
Outsourcing Advantages:
- Broadens the talent pool with a global perspective.
- Leverages specialized expertise for roles in dynamic industries.
- Ensures alignment with cutting-edge recruitment technologies.
Clear communication contributes to a positive candidate experience which in turn improves the employer’s brand and attracts top talent.
Empower Talent Acquisition Teams For Strategic Recruitment
Automate your recruitment process by adopting tools like ATS to streamline administrative tasks and save time. This time can be redirected to interviewing candidates and assessing their work samples.
Work samples can provide insights into the candidates’ ability to perform in the specified role, validating their skills.
Implement A Structured Interview Process
A structured interview process assists in determining job readiness for the required position. This approach involves asking standardized questions to all candidates, making it easier to assess them objectively on a comparable basis. The benefits include time savings and easier candidate rating.