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5 Reasons Your Recruiting Efforts Are Failing

Ben Slater, VP of Growth at Beamery

Ben Slater, VP of Growth at Beamery

In today’s highly competitive recruiting environment, finding and retaining top talent is harder than ever before. In fact, according to Beamery’s 2017 report on the State of Talent Acquisition, an overwhelming 94% of recruiters expected hiring to become more competitive in 2017 as the best candidates have access to plenty of options in today’s market.

“Recruiting leaders need to find ways to enable their company to significantly reduce hiring cycles and ultimately make talent a strategic advantage”

Thanks to new technologies including candidate relationship management tools, candidates have come to expect the hiring process to be both quick and efficient – which unfortunately is still not the reality in many larger legacy companies who rely on outdated methods to drive their recruiting processes. This can lead to a slew of issues, from missed opportunities with quality candidates, to roles sitting unfilled for months, to missing hiring targets altogether. Even worse, an inefficient hiring process can damage relationships with candidates you’ve spent months, or even years, cultivating.

Sound familiar? You’re not alone. Most companies, no matter the size or industry, have a tough time recruiting. Here’s why:

Your candidate data is siloed

If your candidate data sits in siloed spreadsheets or ATS systems, you run the risk of losing leads and perpetuating a subpar candidate experience. Alternatively, tracking your talent funnel on a single platform improves recruiting team collaboration and in turn, creates a smooth and positive experience for candidates. With one unified talent dataset that’s updated in real-time, it’s possible to get a comprehensive view of various talent pools. Recruiting teams can also easily share candidates, track interactions, create notes and seamlessly initiate follow ups to work together on sourcing projects.

You aren’t taking advantage of automation

A lack of automation and a failure to recruit at scale directly impacts both the recruiter and candidate experience. Without automation tools that help removing duplicate data and automatically populate missing data, recruiters will spin their wheels, duplicating efforts and wasting valuable time. Additionally, predictive intelligence powered by machine learning can automatically log and organize every candidate touch point in a single timeline—including applications, page visits, notes and emails—demystifying the status of relationships. Intelligence tools also identify priority candidates for your team and suggest optimal timelines for follow up.

You rely on the “post and pray” method

In a candidate’s market, simply posting a job and waiting for applications to flood your system is no longer the reality for most companies. There’s a paradigm shift in the way candidates approach their job searches—candidates now take their time to explore, poke around and better yet, expect to be “wooed.” Investing in powerful talent marketing technology that actively attracts top candidates and encourages them to engage with your organization removes words like ‘pray,’ ‘hope’ and ‘wish’ from the recruiter’s dictionary. Companies who treat candidates like customers by elevating brand visibility attract the right personas for the right roles, which is the first step in building a rich talent pool long before you post an open role.

Your approach is too transactional

In today’s hyper-personalized digital age, candidates have extremely high expectations of every organization they interact with. Unsurprisingly, these high expectations spill over to interactions with recruiting teams. Candidates not only prefer, but expect to be treated with the same customized experience as companies create for their customers. Long before choosing to work, or even apply for a role at a company, candidates crave some sort of authentic relationship with the organization. If companies want the best talent, they have to become proactive and start personalized meaningful conversations long before the application process begins. Candidate relationship software makes building deeper relationships with top talent a reality.

You’re ignoring passive talent

Bombarding candidates with too many points of contact, or sending messages that are irrelevant to their experience might scare them away. Yet, if a company is too cautious with outreach, talented candidates lose interest. Without candidate relationship software that tracks leads all in one place, it can be nearly impossible to nurture this passive talent. Setting up integrated marketing campaigns is the key to reaching candidates where they are in their candidate journey—this includes talent who may not be interested today but very well could be tomorrow. Building authentic relationships with passive talent is crucial in order to stay ahead of business demand and ensure you never start a search from scratch. Through intelligence tools, recruiters are able to reach out to talent with the right message at the right time.

For today’s recruiter, ensuring a positive candidate experience and meeting hiring targets just scratches the surface. To move beyond the status quo, recruiting leaders need to find ways to enable their company to significantly reduce hiring cycles and ultimately make talent a strategic advantage. To do this, recruiting leaders need to be equal parts marketers and masters of data. Talent marketing and predictive intelligence-powered candidate relationship management tools help make this ideal scenario a realistic one.

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