There’s not much in our lives or jobs that still
resemble anything from two decades ago. From the time we wake up to the time we
go to bed, our lives have dramatically changed with the adoption of smart
phones and other smart technologies that we rely on. Our candidates’ lives have
also changed, as has their job search. In fact, as a whole our candidates’
career expectations have even changed. Unemployment numbers are at record lows,
job creation is increasing and candidates are going beyond compensation and
health care benefits when accepting job offers. They care about career
experiences, advancement, flexible schedules and the culture of the company.
With all these changes that have occurred, one
area that has stood still is our applicant tracking systems. You can’t help but
wonder, if the candidate has changed, why hasn’t our recruiting technology? We
are recruiting and hiring in a job market that we haven’t seen in nearly two
decades and even though our lives and candidates have changed in almost every
way possible, most of us are still operating within the confines of an ATS that
we used in 1996. We can’t expect to be competitive in this competitive job
economy with the technology of the past. Our candidates’ interests, job search
and methods have evolved, but the technologies used by talent acquisition teams
are stuck in the past.
It’s time to move beyond your ATS, rethink how
you use it and step outside the box to recruit competitively. A recent Aberdeen study revealed that the vast majority of companies agree. In
fact, 94% of companies think talent acquisition is critical to their
organization’s ability to execute on its business strategy in 2015 and beyond.
This leads me to believe that it’s the execution of talent acquisition
strategies that may be causing our industry to fall behind in our use of
technology.
To elevate your efforts and move beyond the ATS,
implement these four tactics in your organization and watch what they do for
your recruiting:
Consider your brand
Employment
branding is a relatively
new trend and definitely isn’t something most recruiters
were considering when they were relying heavily on an ATS 20 years ago. Read
more about employment branding and put it to work
for you. You’ll reap the befits in the short term and feel its effects for
years to come.
Listen and research your job seeker
As a
whole, candidates’ wants and needs have changes drastically over the years, so
ask questions and listen to what they have to say. You’ll never be able to
anticipate needs and know what features to highlight without having those
simple discussions.
Focus on building a talent pipeline
Building
a talent pipeline is essential for workforce management and succession
planning, especially since today’s worker is not likely to be a lifelong
employee. Go beyond your ATS and use a talent network like TalentCircles to grow and develop future candidates that will become part of
your talent pipeline.
Candidate relationships are everything
The relationships
you develop with candidates can’t ever be adequately expressed in your ATS. They
are real and are the very thing that will cause a candidate to choose you and
your organization over the competitor. There’s no better place to invest your
time than in candidate relationships.
TalentCircles is the most comprehensive candidate engagement platform on the market. Take a product tour or request a live demo today.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.
Jessica Miller-Merrell, SPHR is a workplace and technology anthropologist specializing in HR and recruiting. She's the Chief Blogger and Founder of Blogging4Jobs and author of The HR Technology Field Guide. You can follow her on Twitter at @jmillermerell.
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