What are the actions in your plan when no one seems to be applying? All successful recruiting strategies have one critical element among them – they all have a plan.
All successful recruiting strategies have one critical element among them – they all have a plan. At Leap Solutions, we customize a plan for every recruitment. It would be simple to post an opportunity and then sit back and wait for all the applicants to flow in…. but we all know in this job market that will not lead to success.
What are the actions in your plan when no one seems to be applying, applicants are non-responsive, candidates are reevaluating work/life balance, and others are voicing concerns about returning to an unknown future?
Here are a few basic steps to structure the components of your plan:
- Treat candidates like customers by nurturing them.
- Improve the candidate experience through proactive communication from start to finish.
- Take time to brand your company. This is an excellent passive recruitment sourcing strategy. Use social media – Facebook, LinkedIn, Instagram, Twitter – to post positions and engage with candidates. Passive recruitment targets potential candidates who aren’t necessarily looking for a new role, but become enticed to apply based on your company website and social media branding.
- Implement an employee referral program. Employee referrals can reduce your time to hire, improve your quality of hire and increase your retention rate.
- Engage passive candidates. These are candidates who aren’t necessarily looking but can be found without posting traditional ads.
- Include past applicants and past employees as potential candidates. Use the talent pipeline you worked hard to build the first time around.
Create compelling job postings.
a. Showcase dynamic summaries that get candidates excited about the role.
b. Ask and answer – “How does the position fit into the organization?”
c. Highlight your values and culture, which can be your most important asset.
d. Design jobs with realistic requirements
e. Touch on succession and/or career development opportunities – topics at the top of a candidate’s list when looking
for a new role.
- Source via hiring events including in-person and online events; job fairs, venue rentals, and virtual events. Don’t forget to advertise these events via posting ads, newsletters, and your website.
- Source laid-off workers. It’s important to gain an understanding of why these workers are hesitant about the future. Today’s candidates are focused on work/life balance, offering flexible working conditions, mental wellness, and desire transparency when it comes to potential salaries.
- Focus on financial and physical wellness, and company culture, offer honesty and transparency throughout the hiring process. Candidates often turn down offers based on the company culture. They might initially take the offer, but continue to search for new opportunities.
Are You Ready to Leap?
Leap Solutions is a diverse group of highly skilled management professionals serving our clients with their organizational development, human resources, and executive search and recruitment needs. We have spent decades doing what we feel passionate about helping you feel passionate about what you do. With the ever-changing COVID-19 response, our HR specialists can help you get a handle on the guidelines, programs, and legislation that may impact you and your employees. Through all of our services, we are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.
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During the current COVID-19 pandemic, every day brings new information, concerns, and challenges regarding the spread of the virus, its economic and social impacts, and government directives. Leap Solutions remains dedicated to keeping you informed and empowered by delivering relevant, up-to-the-minute information and resources.
Our organizational development specialists are here to help support you with your online strategic planning, team development, executive coaching, training, program evaluation, and community engagement. Essentially, we can convert anything that you need in support of your business to a virtual experience. You still want to accomplish your plans, goals, and outcomes. We are here—virtually to help you achieve them.
Long before COVID, the recruitment world was already entrenched in taking advantage of everything virtual recruitment had to offer, however, in our COVID world, it doesn’t look like virtual recruitment will be slowing down anytime soon.
What exactly is virtual reality recruitment? Companies utilize virtual reality technology to attract, assess, and hire new employees by realistically, “virtually” engaging applicants in the hopes of enticing them to join their organization. Today, companies aren’t just utilizing video interviews, they’re taking things even further by utilizing virtual recruitment to source, screen, assess, and offer candidates a look into the “reality” of their businesses.
Our Newsletter will cover:
- Advantages of Virtual Recruiting
- Culture, a “Day in the Life” and Situational Assessments
- Virtual Career Fairs
- Disadvantages of Virtual Recruiting
- Will Virtual Recruitment Replace Traditional Recruitment?
Advantages of Virtual Recruiting
Virtual recruitment enables recruiters to screen more candidates quickly in a shorter amount of time, streamline processes, enable recruiters to assign pre-interview online assessments, and give recruiters first-hand impressions of candidates. All these activities can happen before scheduling even one interview with their company, thus cutting down on needless interviews or slowing down the interview process. Although recruiters may see more resumes with online applications, the use of survey-like questionnaires can be incorporated that can eliminate unqualified applicants from the process. With online applications, you can also attract candidates from outside your local resident pool.
With up-front vetting of candidates and virtual cultural descriptions, companies have already embarked on cost-effective strategies with little initial upfront investments, allowing companies to reach a larger base of candidates in a shorter amount of time. Also, companies haven’t skipped a beat as virtual recruitment has supported keeping the candidate funnel full during the COVID-19 pandemic as many companies have been hiring remotely.
Culture, a “Day in the Life” and Situational Assessments
Interviewing in this new world, a frequently asked question is “What’s the culture like?” Often this is more important than compensation. How do you accurately describe culture verbally or even by video? Nothing is more exciting and stimulating than candidates getting a sensory experience of physically being a part of your organization but it may be quite some time until organization’s return to this type of culture.
Some ways to help your applicants experience your culture include:
• Virtual experiences have also made their way into taking potential employees on office tours with an occasional employee walking by to describe what it’s like to work for the company. Having employees come up with experiences or stores that describe your company’s culture can make an applicant see themselves in your environment.
• Another tool is to provide a “Day in the Life” experience in which they “meet” other members of the team and have them mirror the kind of work they’ll do while on the job.
• Walk applicants through assessments where they are given scenarios to participate in and asked to choose the best answer to each one of the scenarios. This is a good virtual tool for candidates who don’t interview well especially on camera.
These tools are perhaps the biggest benefit of virtual recruitment. Nothing outweighs the importance of the virtual experience in recruiting and engaging candidates in today’s workforce.
Virtual Career Fairs
In this new environment, smaller companies can host career fairs, because unlike traditional career fairs, virtual career fairs have minimal fees, no booth fees, onsite set-up, and employees don’t even have to leave the office (their home office) to attend! Candidates can tour a company “booth”, watch company videos, and chat live with employees via instant messaging or webcams.
Disadvantages of Virtual Recruiting
Perhaps the biggest disadvantage to virtual recruitment is the candidate experience. The candidate experience might suffer when the virtual recruiting is perceived to be impersonal and unengaging. Online sourcing and qualifying strategies may save your company time and money, but can also be a real turn off for qualified candidates who may not feel as valued.
Communication with candidates needs to be multi-faceted. Keep candidates engaged along the entire process of virtual recruitment by preparing them for what is to come, where they are in the process, and how they can prepare.
Lastly, more isn’t always better. More candidates applying to your posting doesn’t always ensure you’ll find “the one”. Continue to be selective and prioritize by the qualities and experiences you desire.
Will Virtual Recruitment Replace Traditional Recruitment?
A personal touch would always be the first preference to any recruitment, but the advantages of virtual recruitment can outweigh the disadvantages. It saves time, money, and allows potential employers a glance at potential employees before they even step inside the building. This allows employers can get a better understanding of what candidates have to offer before investing additional time, energy, and money.
It can also be argued that virtual recruitment offers a fairer opportunity across geographically and socio-economic backgrounds as organizations can now reach a lot of people across these domains. In turn, virtual recruiting makes it fairer for everybody by helping the interviewer streamline the hiring process.
Leap Solutions is a diverse group of highly skilled management, organizational development, and human resources, and executive search and recruitment professionals who have spent decades doing what we feel passionate about helping you feel passionate about what you do. Our HR specialists can help you get a handle on the ever-changing COVID-19 guidelines, programs, and legislation that may impact you and your employees. We are available to work with you to develop practical solutions and smart planning decisions for your organization’s immediate, near, and long-term needs.
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