Fast-growing companies usually need fast-growing teams. For recruiters, that comes with the challenge of keeping up with dozens of open positions and up to thousands of candidates.
But with the right processes and tools, even fast-paced, large-scale recruiting processes can become manageable.
In this post, we’ll share:
2023's hiring landscape is very peculiar. After years of candidate-driven recruiting, mass layoffs and hiring freezes have flooded the job market with thousands of highly qualified active candidates.
Still, that doesn't mean that you should neglect your hiring process. Companies that don't optimize their recruiting to remove friction and accommodate top talent will have a hard time when the market shifts. Create a smooth experience for your candidates, even if they’re currently open to more exhaustive screening and longer processes.
On the other hand, your recruitment process is the first sample of your company’s culture and operations that a candidate has. A poor recruiting experience can turn into a negative reference that hurts your reputation as an employer.
You can't change your recruiting culture from one day to another, so offering a competitive recruiting process regardless of market conditions will pay in the long run.
Additionally, by modernizing your recruiting process, you will:
A modern & effective recruiting process relies on four pillars:
To implement these pillars, we recommend:
As a talent acquisition leader, one of your priorities should be to stay aligned with all relevant stakeholders. That way, recruiting and hiring can work as a single, effective, and predictable process for keeping track of the hiring strategy and delivering on it.
To make it possible, build a common workflow working together with your HR and Finance teams. And make sure to include your hiring managers as well, so they are bought in and understand the process.
A robust headcount management tool will help you make it possible. It should include an org chart, hiring tracker for visibility, requests and approvals, and more.
Additionally, don’t forget to give your teams a breakdown of the different tools they need, such as ATS, HRIS, and the headcount management tool. This is a great way to engage people and help them understand how they can be most effective and successful, in the least amount of time.
Aside from having a shared process, it’s key for stakeholders to work with the same information. If your finance team has a version of your hiring budget and you have a different one, you’ll be operating in two different realities. This could lead to friction, severe budget variance, and an unfulfilled hiring plan.
Prevent data silos and build a common source of truth for all stakeholders. The right headcount management platform can help you achieve it through real-time integrations with your Finance, HR, and Talent stacks.
When you’re dealing with a small candidate pool, screening can be time-consuming and prone to biases. But as the number of candidates increases, proper screening becomes nearly impossible.
That’s why the most competitive recruiters rely on:
Keep an eye on which aspects of your process are working and which aren’t. That way, you’ll know what you should double down on and what you should reassess.
You can get started by asking yourself these questions:
You should be able to get data-driven answers from your current recruiting stack. If there’s any information missing, it may be time to reassess your tools.
Additionally, you’ll want to make sure all stakeholders are aligned around key success metrics. As Bev Carleton, founder at True North Talent Advisors said when discussing the 6 pillars of Talent, these metrics will usually be determined by executive leadership.
But as a Talent leader, it’s key for you to:
Your talent acquisition efforts won’t go very far without the right resources. But, do you know what these resources are?
Proper recruiter capacity modeling will help you to:
We recommend you:
Attracting top talent is about making your company a place where talented and dedicated professionals want to work. This can be partially achieved through powerful employer branding.
Employer branding is the process of creating a company image that represents the organization’s values and culture. It includes the company's mission, vision, and unique selling points that differentiate it from other employers. In short, your employer brand aligns your company’s ethos with concrete benefits that the candidate will enjoy after joining the team, and a common company mission. It will dictate:
Every candidate touchpoint should be infused with your employer brand.
If you’re targeting candidates in a highly competitive discipline, employer branding is a must. While it may not be in your hands to lead your company’s branding efforts, you can be an advocate and consultant.
According to Gem, recruiting emails with personalized subject lines get a 5% higher open rate than generic ones.
Your best candidates are used to receiving cold emails from recruiters, so a generic message won’t cut it. Position yourself as a detail-oriented employer, while humanizing your brand: Personalize all your communications with candidates. From your first cold email to the last communication you have with a candidate, make sure every single touchpoint is sensible to:
The right CRM will help you make it possible.
You can build a modern recruiting process with spreadsheets and tons of manual work. But it’ll be time-consuming, error-prone, and unscalable.
The best talent teams usually rely on:
In this section, we’ll cover what you should have in mind if you’re looking to replace or expand your current talent stack.
Without proper headcount planning, talent acquisition will be inefficient and untrackable.
Talent isn’t the only team to leverage a headcount planning platform. This tool is usually shared by Finance, HR, Talent, and hiring managers. And that’s why it’s so powerful.
The right headcount planning platform will help you to:
Look for a headcount planning tool that:
While your CRM helps you stay in touch with your candidates, a good ATS (Applicant Tracking System) will help you keep an overview of your entire recruiting process.
Gravitate towards a platform with:
Ideally, you’d want your CRM and ATS to be bundled together into the same platform. That way:
Additionally, working with a tool that’s both a CRM and an ATS may be more cost-efficient than getting two separate platforms.
A Candidate Relationship Manager (CRM) is a tool designed to manage candidate interactions throughout the hiring process.
A good CRM is more than just a kanban.
It will help you to:
With the right CRM, you will streamline your recruiting process and significantly improve the candidate experience.
If you have hundreds of candidates to assess, consider using AI-powered resume analysis tools.
These tools can be great for:
But they’re not perfect. These tools can only analyze CVs superficially, guided by keywords or grammatical patterns. They’re great for filtering out spam candidates, but they shouldn’t be your only candidate screening solution.
As the candidate pool grows, effective screening becomes increasingly challenging. Fortunately, you can get reliable insights into your candidates’ actual qualifications through automated skills assessments.
The right tool will:
Gravitate towards no-code tools, so you don’t have to rely on web developers to update your tests.
In this post, we covered all the tips and tricks you need to modernize your company's recruiting process. But your recruiting efforts will only go so far if you’re not aligned with the rest of your stakeholders.
That's where TeamOhana comes in.
TeamOhana is a people management solution that allows you to:
Curious? Book a TeamOhana demo today →
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