Three Ways To Drive Recruiting Efficiencies In A Hiring Surge


Most folks who go into recruiting do so for the sake of interacting with other people. They enjoy chatting with job seekers, hearing their stories and helping put the right person in the right position. But a plethora of issues, including applicant volumes and administrative workload, means recruiters don’t always have the time in their day to spend with candidates. To get back to the work they most enjoy, recruiters need to seek new ways to drive efficiencies in the hiring process. This will become increasingly important in the coming months, with job recovery expected to quicken.

The latest Future of Jobs Report from the World Economic Forum stressed the value technology brings to these circumstances, explaining, “We have the tools at our disposal. The bounty of technological innovation which defines our current era can be leveraged to unleash human potential.”

But more than that, the WEF illuminated why technology is so crucial at this juncture, boldly stating, “Human ingenuity is at the root of all shared prosperity. As the frontier between the work tasks performed by humans and those performed by machines and algorithms shifts, we have a short window of opportunity to ensure that these transformations lead to a new age of good work, good jobs and improved quality of life for all. In the midst of the pandemic recession, this window is closing fast.”

As such, here are three ways to achieve improved efficiency and, in turn, recruiting outcomes, sooner rather than later:

Focus On Expediting The Timeline

The WEF report includes LinkedIn data that found an emerging marketplace for remote work, evidenced by strong demand from job seekers. While this is hardly surprising following more than a year under pandemic conditions, knowing that a target pool of candidates is primarily interested in remote opportunities would substantially impact hiring strategies at the outset. Understanding what’s happening and why is what enables talent acquisition teams to streamline efforts, with speed becoming a critical factor as candidates consider multiple offers in a crowded marketplace. To help, leverage data and metrics so they can work to operationalize strategy and drive improvements end-to-end. This delivers a better time to hire and empathy to changing workforce expectations.

Accelerate Via AI And Intelligent Automation

Recognizing that talent acquisition teams are under immense pressure, automation and intelligence make it possible to bulk process key steps. From the top of the funnel, AI-driven automation speeds up sourcing and screening with the aid of dynamic workflows, intelligent job posting, social apply, selection and more – instead of charging recruiters with manual outreach. While it is possible to automate the entire recruiting life cycle, there’s also the option to tackle the most time-consuming tasks first. Scheduling is one example, with the back-and-forth consuming hours each week, instead of minutes or even seconds with automation. And have algorithms score candidates against defined skill sets to help identify top candidates quicker ahead of mounting competition.

Adopt An Experience-Led Approach

The annual Candidate Experience Awards research (download required) has proven that candidate experience matters when it comes to the overall success of an organization. It influences employer brand initiatives, candidate sentiment, employee retention and so on. Likewise, recruiter and hiring manager experiences matter, too, which is why an experience-led approach to hiring can help simplify processes without sacrificing quality and keep talent acquisition moving. What this may look like in practice is automation utilized for tasks from scheduling, as mentioned earlier, to offer management and preboarding to integrating assessments, video interviews and core HR systems to ensure the experience remains consistent from start to finish.

The events of 2020, recession and impending rebound have thrust the recruiting function into the spotlight. Many talent acquisition teams are running lean and mean, unable to carry the weight of a hiring surge without additional support. In this new context, recruiters will need time back in their day, time to engage candidates and get back to the business of relationship building. Pinpointing where inefficiency starts and implementing solutions to close the gaps and lessen the burden will ease the transition into that next phase and, ultimately, the new future of work.

This Article Original Source is From : https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/06/02/three-ways-to-drive-recruiting-efficiencies-in-a-hiring-surge/?sh=37c1be75578a

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