Back in March, COVID-19 flipped the recruiting world on its head. Recruiters have done their best despite the roller-coaster changes in the industry, but unfortunately, we’re not out of the woods just yet.
Companies are ramping up hiring, oftentimes with downsized teams. Meanwhile, candidates desperate for a job are applying to every position they can find (regardless of whether they fit the job description).
Last but not least, geography is suddenly a non-issue as a result of remote work. That means a larger talent pool but also a lot more competition from other recruiters.
If you’re in talent acquisition, then you should know as well as we do that we need new strategies and approaches for this situation.
Here are three things to keep in mind as you rethink your talent sourcing process…
Plan for Tomorrow’s Needs Today
If there’s one thing to be learned from these trends, it’s that it pays to plan ahead. Nobody had “global pandemic” on their agenda for 2020, but we all knew recruiting would pick up again sooner or later.
Talent acquisition teams need to do their best to anticipate where their hiring needs will be in 3-6 months and plan accordingly. Whether you are actively recruiting or not, a strong talent pipeline will do wonders for later searches.
Ask yourself who you need to reach out to and start building relationships with now to position yourself for great hires around the corner.
Narrow Your Job Descriptions and Employer Brand
One of the biggest challenges facing recruiters right now is having too many unqualified candidates. We can’t fully control who does or doesn’t apply to open positions. However, we can adjust our messaging and job descriptions to attract the right candidates.
If you find yourself with a lot of unqualified candidates, revisit your job descriptions – are you clear about what is or is not required for the job? Are candidates skimming the description because it’s simply too long?
Taking a step back even further, look at your careers pages and any pieces of recruitment marketing. Are you inviting anyone and everyone to apply, or are you sending a message that this is a great opportunity for x type of candidate?
You’ll always get irrelevant applications, but you can narrow your candidate pool by thinking critically about the messages you’re sending.
Plan How You Can Successfully Engage Passive Candidates
Another key takeaway from the mass applies is that waiting for candidates to come to us is hardly an effective sourcing strategy. Now that candidates can work for top companies remotely, the best, most qualified candidates are usually gainfully employed.
This means that if you’re hiring for in-demand roles or highly-skilled positions, you need a solid strategy for targeting passive candidates. You need a plan in place for not only identifying these candidates but making contact and building a relationship.
Once you have built a rapport with these candidates, you are much more likely to be able to pitch them on an open position with your organization.
However, all of the above is easier said than done, so now is the time to start making a plan to go from A to B.
Great Candidates Don’t Grow on Trees
Making great hires starts with identifying and connecting with qualified, relevant candidates. And if you’re starting from square one identifying these individuals, that likely means that making a hire will be a painfully slow process.
The old approach of doing a quick LinkedIn search or waiting for applicants won’t cut it. It’s time to rethink how you can actively source talent and engage passive candidates.