Leading a talent acquisition team is arguably the most important position within an organization. Without great talent production halts, people are overworked, leadership is upset, and increased stress is felt through every employee. It’s the job of a Talent Acquisition leader to help great people find great people. That’s not the easiest thing in the world, but we think there are definitely some things that can help.
Every year, candidates are increasingly expecting faster and more seamless experiences throughout their lives. Getting a job takes no exception to that as well. If anything, it’s more expected because job searching is generally a more emotional time for a candidate.
With that said, it’s imperative that talent leaders begin to consider the implications of a poor candidate experience. Since 57% of candidates will lose interest if a slow hiring process, this can really make or break it for a talent acquisition team. Imagine missing out on 50% of great candidates..
A large part of being a talent acquisition leader is making sure the team feels empowered, energized, and prepared. When recruiters are equipped with a consistent process and great technology, the likelihood of success shoots way up!
There’s so many to-do’s in the recruiter’s world. A great set of processes and technology helps recruiters leverage their time better and do work that makes them feel impactful and engaged. Not to mention, they’re going to get more high quality candidates through the door.
A few ways to setup a better recruiter experience:
→ Discover new talent pools and increase their sourcing output
→ Build that employer brand they’ve been wanting
→ Find the next great way to enhance the hiring experience
This is a big deal. It’s the leader’s job to find and eliminate problems hindering your team from being successful. There’s a multitude of problems, but the ones that we hear mostly are:
“Our process is okay but my hiring managers usually are the reason we lose great candidates”
“Our applicants are just not good”
“Everyone kind of puts their own spin on our recruiting process”
“We don’t really track any metrics, it’s just so busy and we’re trying to get people in the door”
These are all issues and they all have solutions. It just requires a step back and some intentionality to solve the issues any team is facing.
In short, we all know it’s tough to be a talent acquisition leader right now. So why not make life easier and optimize whenever possible? Try not to get so stuck in the daily work grind and never take 2 steps back to consider how things could be better.
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