Your organization has dedicated internal recruiters, and yet they seem to be finding it difficult to find the right talent.
Your company has outsourced its recruitment efforts to an RPO, but somehow, the partnership does not seem to be yielding the expected results.
Are you in either of these situations? Then read on.
1. Develop Better Recruiter and Hiring Manager Relationships
A study of 297 companies by Bersin by Deloitte found that developing strong relationships with hiring managers was the top driver of talent acquisition and recruitment performance. In fact, it was found to be 4X more influential than other drivers like candidate pool development, recruiter training, social media, and referral programs.
While recruiters and hiring managers might seem to be in sync in terms of understanding hiring needs, it is not always the case in most organizations.
Regular and consistent communication is a cornerstone of this relationship.
When a recruiter presents candidates to a hiring manager, the hiring manager needs to provide timely and effective feedback to the recruiter regarding the kind of candidates. The recruiter is then able to tweak recruiting tactics accordingly, if necessary. An efficient feedback loop is thus created, which increases productivity and results in smarter hiring decisions.
2. Partner With an RPO Firm
While RPO service providers can help your organization achieve significant cost-savings and scalability, there are a host of other benefits that arise from outsourcing your recruitment function to these vendors.
Typically, RPO recruiters are experts in the industries they serve, and therefore, understand the market well.
In all probability, they have their own passive candidate pool from which they source, resulting in better quality of talent.
RPOs pride themselves on the fact that they serve as brand ambassadors for your organization. In other words, they enhance your organization’s brand in the candidate marketplace, enticing candidates to work for you.
Having said that, consistent, transparent and honest communication is the foundation for a successful partnership. Failed communication can mean the whole purpose of utilizing an RPO is lost.
3. Programmatic Recruitment Advertising
As more industries become data-driven, organizations are realizing that big data related to recruitment can offer insights into candidate behavior that they can utilize effectively to their advantage. Firms in this niche offer tools that utilize big data, artificial intelligence, machine learning and predictive analytics to help intelligently manage your organization’s recruitment spend and job ad campaign strategies.
Recruiters can use these tools to take job-seeker engagement to a whole new level, wherein the most relevant job opportunities are presented to the candidate at the right place and at the right time, without even having to search.
These tools combine artificial intelligence and taxonomy to match candidates and jobs in real-time. Matched candidates are 14X more likely to apply – which translates to a better yield ratio for your business.
That being said, no technology can replace communication and relationships between internal teams and external vendors. The success of these tools depends on the synergy between recruiters and hiring managers.
Whether your organization decides to make internal changes or look for external vendors to enhance recruiter effectiveness, a balance of communication and technology might be the ‘secret sauce’ to finding the right talent.