With the resurgent job market, the demand for talent in special positions has surpassed the fierce competition between employers seeking to fill jobs quickly. Recruiters must harness the same creativity they have used over the past year to tailor the recruitment and experience processes of their candidates or risk losing in leading talent.
Following a global epidemic, candidates now have higher expectations than recruiters and organizations. According to the Jobvite 2021 Recruiter Nation survey, 47% of recruiters cited the shortage of skilled / qualified candidates as the biggest concern in recruiting quality talent.
By addressing the needs of the candidates and proposing an optimal application process, recruiters can gain an advantage in today’s candidate market. Jobvite’s latest e-book, “How to Hire Top Talently Quickly,” dives into how recruiting teams can recruit top candidates by changing their recruiting and candidacy processes to compete for a dense supply of talent. Here are ways recruiters can apply these insights to better attract quality talent.
Start with your employer brand
Recruiting for highly skilled positions that require extensive training and special degrees means standing apart from the competition. Employers can entice the leading candidates to complete their applications with a unique employer identity that emerges from the bundle of competitor lists.
48% of recruiters consider the company’s career website a leading tool when it comes to increasing employer branding. With greater expectations from the candidates regarding the recruitment processes and company culture, communication of an up-to-date employer brand will streamline the attraction of quality talent. Companies must ensure that every channel – from career sites to social media – conveys a consistent and genuine message about their identity as an employer and as a company. Organizations with a carefully designed brand spend less on recruiting because they do not have to work so hard to sign leading candidates.
Building and maintaining an employer brand is no small task, but it can provide significant long-term benefits. A company career website is a great place to start while cultivating an employer brand. Job publications give candidates an inside look into the job requirements and create an opportunity for employers to connect with quality job seekers by emphasizing their culture and values.
Raise the candidate experience
Attracting special candidates requires attractive experience of candidates. According to the 2021 National Jobseekers’ Report, the most essential factors for a positive candidate experience are excellent communication from the employer (54%), ease of scheduling (47%), an easy submission process (45%) and a quick recruitment process (30%).
Providing the right experience can often involve tax coordination of various aspects of the application process. Also, automation leverage can play a crucial role in a talent team that achieves a competitive advantage. For example, artificial intelligence tools powered by artificial intelligence can automatically connect to resume and job boards databases to build a wider and more diverse pool of talents, and identify the relevant skills and experience needed to excel in any job requirement. Using tools such as application text, self-scheduling portals and chatbots can further help create an effective and personalized experience for each candidate without the need for tedious manual processes.
Glassdoor recently found that 58% of applicants are looking for a job on their phones, and 35% would prefer to apply for a job from their phone. Mobile devices serve as a great point of contact to meet leading talents. Ensuring a mobile site compatible with mobile browsers will help recruiters reach candidates on the go and prevent candidates from dropping out of the mobile application process.
Build your pipe of talent
Recruiters must also build a quality talent pipeline to immediately fill these roles with qualified employees, and get ahead of their competitors when the need arises. When businesses and corporations return to full operation, a talent pool presents an available pool of candidates that can be connected to without letting quality candidates slip through the cracks.
To create a strong talent pool, recruiters need to revisit the database of their past candidates, and sort out candidates who fit well by location, skill set, role and level of involvement. Keeping a database updated regularly allows recruiters to create campaign-focused messages, while maintaining passive candidate engagement throughout the year. Using smart messaging solutions, recruiters can nurture any audience segment through targeted texts, job postings and recruiting marketing content so that they will not face a barrier when they need talent.
To concentrate a pipe of talent, why not take advantage of the satisfied majority? It is likely that 82% of employees will click on a job opportunity posted by someone on their social network. Referrals to employees offer speed and quality with the recruitment of skilled candidates – and are incredibly cost-effective. Incentives, including achievement tables and other automated game components can keep referral programs in mind with employees.
Emphasize key role details
Remote and hybrid work here to stay. In the past year, 54% of recruiters have seen candidates reject an interview or job offer due to lack of flexibility and implicit job options in the workplace.
Another way to emphasize the main job details is to mark roles as “urgent” on job titles and descriptions. This helps the listings stand out, and allows job seekers to filter out urgent workers. These positions can attract skilled candidates looking for a quick interview and joining process, to quickly fill vacancies for special positions.
While organizations struggle to fill vacancies following a recovering job market, competition, especially for positions that require special skills and qualifications, can lead to a tedious recruitment process. Implementing a comprehensive employer brand, using new technologies and strategies that meet the expectations and needs of job seekers can help recruiters recruit top-notch talent.
By: MT RayCustomer Success Manager b Jobvite.
