by Abbey Young
Modern companies are shifting to technology-based software systems to improve certain aspects of business, like recruiting. Employers cited a lack of experienced talent as a major driver of increased job availability, and according to Jobbatical, 45 percent of employers admit they fear they won’t find candidates fit for their organization.
Technology-based initiatives support an effective hiring campaign by improving connections with relevant talent and improving the efficiency of hiring processes. The job market is heavily talent driven, as 90 percent of talent handpicks the organization they want to work for. This adds a new dynamic to recruiting campaigns, and there are a few steps to effectively adjust to the ever-changing job market and ensure a fit-to-hire workforce.
Key Aspects of an Effective Hiring Campaign
Before a company identifies the necessary tools for effective hiring, they must determine which aspects make a campaign successful. A recruiting team conducts market research and implements recruiting strategies to match the demands of prospective candidates and the needs of the organization. This determines the optimal target audience and establishes the qualifications and skill-sets required of candidates. Once they have a viable talent pool, the recruiting team can then devise a plan for how to connect and effectively communicate with prospective employees.
Employer response can become increasingly difficult for companies that conduct recruiting campaigns predominantly online. Online applications have increased the count of resumes companies receive. To combat this, recruiting teams should establish a timeline for responding to top talent. 69 percent of candidates feel employer response time needs improvement, especially when a hiring decision is involved and dependent on the employer. Reducing time-to-hire may increase candidate retention, which is lucrative in an increasingly competitive job market.
To differentiate from the competitors and catch the attention of prospective talent, companies may need to get creative with their hiring campaigns. Stimulating and informative visuals (e.g., photos, graphics, video) are an effective way to attract prospective employees in a fast-paced world. The content displayed on job boards or recruiting platforms needs to be digestible and concisely display all pertinent information. Recruiters should share qualifications expected from prospects. Job postings should reflect a level of transparency to filter candidates further before they submit an application.
Tools that Contribute to an Effective Hiring Campaign
There are a multitude of tools a company can use to help refine their hiring strategy to find fit-to-hire prospects. The tools listed below are a selected few that can improve a hiring campaign, and assist companies in gaining talent efficiently and improve internal recruiting strategies.
Invest in a Human Capital Management System
According to a Jobvite study, 31 percent of recruiters consider quality of hire as the most important success metric. Engaging with prospective employees is a high priority and can yield quality talent if done tactfully. Human capital management (HCM) software helps to recruit fit-to-hire talent in an easy-to-use system that aligns with modern hiring strategies. Recruiting teams use these systems to organize and streamline hiring processes in order to increase efficiency and reduce time-to-hire.
Recruiting components of HCM systems can use artificial intelligence (AI) technology to organize the process organized in one transparent interface, accessible across multiple departments. Communication can then improve throughout the company due to the accessibility of the software to support an efficient, accurate, and effective hiring strategy. Recruiting teams can make faster decisions because such systems are flexible and customizable to meet company demands for talent.
Monitor an Applicant Tracking System
Applicant tracking systems (ATS) act as a resource for recruiters to simplify their hiring campaign’s search efforts. According to research collected by Jobscan, on average, a job posting receives 250 applications, and of those 250 applicants, 4 to 6 will be contacted for an interview. With digital application platforms and online job boards as the main resource for hiring campaigns in the digital age, recruiters can find it difficult to manage the high number of applicants.
An ATS narrows down the search by using data from AI tools embedded within the ATS (e.g., resume and application tracking) to collect qualified applicants and connect experienced top talent with employers. The ATS’s accuracy and streamlined hiring process can prevent highly qualified applicants from being unintentionally omitted from the recruiting process. Recruiter response rates to applicants can improve, meeting candidate demands and aiding in talent retention throughout the application process.
With the addition of a resume parser, efficiency continues to improve with candidate information sorted intelligently by the software into pre-designed fields. This creates an organized review process for recruiters and allows for a more accurate talent search.
Implement a Candidate Sourcing Software
Recruiters use candidate sourcing software to search for and qualify available candidates who have not applied to a position posting, but are available and have the desired qualifications to fill a specific role. A study conducted by Ideal.com shows, on average, one in every 72 sourced candidates are hired, as opposed to only one in every 152 applicants.
Candidate-sourcing handpicks the fit-to-hire talent, and uses technology and AI to efficiently pool qualified prospects. This creates an advantage for companies within the modern, fast-paced digital age and collects relevant talent quickly in a highly competitive job market. When top candidates are collected, recruiters can gauge initial interest from prospects and establish relationships with prospects. This shortens the time-to-hire and gives companies a benchmark to adjust and improve the candidate sourcing strategy to guarantee an effective hiring campaign.
Conclusion
Finding top talent in a highly competitive job market is no small feat for companies evolving their recruiting strategies to match the demands of the modern digital age. With the right tools, finding fit-to-hire employees comes with a bit more ease, and implementation will create a viable hiring pipeline to minimize the fear employers face when faced with talent shortages. Establishing a strong and effective hiring campaign will bring in qualified candidates and allow a company to remain relevant in this ever-changing job market.
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