How Recruiting Became 4x Harder (And How to Simplify it)

with No Comments

My first day of recruiting 20 years ago was simple, make enough calls until you get a hold of the proper candidate.

  1. Explain in detail the position you have
  2. Fax them the job description so the candidate can review later. 
  3. Have the job seeker take a look at the clients website if they had one, but come prepared with a compelling story about the end client, their value proposition and create a compelling reason why they should learn more.
  4. Send on interview
  5. Hire!

Things have changed.  

Twitter, Facebook and social media has taken a lot of the heavy lifting out of recruiting, but it has added its own set of complications. Candidates are conducting more research than ever prior to responding to a potential employer or recruiter. According to CareerBuilder, the average candidate looks at 18 different sources in a year when searching for a job. 

An Internet Minute
Sifting through all of this to find the right candidate can be incredibly daunting!

We now hear phrases like, “robot recruiter” and “recommendation engines” to assist in providing endless possibilities. Having an effective social media strategy to capture, re-engage candidates and pipeline is paramount in staying relevant. With all of this knowledge also comes paralysis by analysis (see image above!).

Today’s recruitment process may look something like this:

  1. Capture their attention with some relevant piece of content (job, blog, PR, etc.)
  2. Get in touch about their job search through some form of indirect communication (social media)
  3. Entice them enough to get contact information
  4. Set up a call to discuss their qualifications more
  5. Match up qualifications to a job you may be hiring for
  6. Phone interview
  7. In Person Interview 1
  8. In Person Interview 2
  9. Final Interview (this is exhausting!)
  10. Send a thank you note
  11. Follow up with feedback
  12. Follow up with internal stakeholders
  13. Follow up with recruiter or agency on next steps
  14. Repeat for all candidates in the process
  15. Narrow pool of candidates 
  16. Make an offer
  17. Background Check
  18. Negotiate
  19. Prepare start date
  20. Train employee/ramp up

Not to mention, following up with thank you notes, holiday cards, check in phone calls, status meetings and all of your day-to-day responsibilities – this can be a LOT of work for a hiring manager.

Make your recruiting easier

Simplify your recruitment efforts by working with someone who specializes in the technologies you are hiring for. Focus your energy on recruiting the right culture fit, or strategically planning projects for your organization. This will eliminate many steps in today’s recruitment process simply by showing you qualified talent for the areas you are hiring in – no more sifting through resumes or sifting through a pile of resumes that just don’t fit. 

If you’re feeling overwhelmed by the demands of today’s hiring process, contact us via the Say Hello form below to see how we can help you with your Analytics, Healthcare Payer, Salesforce, SAP or SharePoint needs. 

For more great content like this – subscribe to our blog in the right hand column to receive email updates when new posts are up!

The featured photo on this post is a derivative of “Instagram and other Social Media Apps” by Jason Howie and is licensed under CC BY 2.0