Over the last few weeks we’ve been working with a number of clients who are starting to rethink their resourcing models, engaging in conversations about what will their world of resourcing look like in 2, 5 or even 10 years’ time, and how they can get prepared for their business growth and in turn an increased talent demand.
There’s lots of research out there that talks about the different ways you should attract and engage talent across the generations; from baby boomers to generation x, y and Z. Research that talks about being on-line, being social, having great content to share. It’s about video content and easily accessed information. It’s about brand and product.right?
So we did some research of our own; we reviewed a number of companies, from those who never advertise vacancies, have strong social presence, have a huge social following, great websites etc to organisations that rely heavily on traditional recruiting; those that advertise every role across every platform and are just dipping their toes into the ‘social’ space, . We even spotted a few that rely on manual application forms!
But regardless of how they attract candidates what made one organisation stand out from the others?
What we found was those organisations that invest time in training their resourcing teams and business managers to be recruiters, (real recruiters) embed their values and employer brand across their business, and more importantly have personal interaction with future talent (not filling jobs) are already pushing away from their competition. It seems obvious right? However, there are so many organisations who still direct candidates directly through to an ATS, offer no personal engagement until the ‘machine’ has been through its filtering process, sit behind emails and share little or no insight of the culture of the organisation.
Recruiters and recruiting Managers should be scouting for talent regardless of vacancies, With so much data available, it’s easy for a candidate to build their trust in a brand and to know if an organisation is for them, and vice versa. But too often great talent is pushed away if no current vacancy exists, or they are turned off by a poor experience. The way a company engages with talent is often the deciding factor.
We’ve also spoke to a number of high potential candidates who have grown weary of ‘recruiters’ scanning CV’s to see if there is a word match’, receiving bulk emails about joining talent communities, and in the words of one candidate “how can a recruiter possibly know if I’m the right future talent for an organisation if they never speak to me?”
I remember a client I was working with many years ago. Their mantra was “every person we engage with is either a customer or a potential customer”. If all recruiters thought this way then the experience they give candidates or potential candidates may improve, they may just move away from emails and actually speak to those candidates, and those that are already starting to think this way will see themselves moving ahead of their competition.
There are far too many stories published across all social platforms about the terrible experiences people have experienced, so how do we change this in the next few years?
I’d like to see the future reflect some of the past..remember when we actually talked to each other?