3 Biggest Drivers in Corporate Recruiting
Thursday, April 28, 2016
Whilst talking with over a dozen top recruiting managers, it's safe to say that corporate recruiting is one of the hottest topics at the moment. Targeting the right candidates is becoming quicker by the day, thanks to the vast array of digital marketing tools. Below are 3 of the biggest factors we've identified from these talks, highlighting some of the emerging start-ups in the space.
1. An all-encompassing talent board
People are no longer talking about "employment brands." At this point in time, it's your "brand." As we've identified, your real recruitment brand is walking out the door every day, liaising with their friends and colleagues, posting updates on Facebook and complaining about your company on social media.
Today's up to date recruiters are working closely with the SVP of Marketing to form a research-orientated, sincere employment brand. Once they have the right image in mind, they are promoting it on the company home page - not only in the careers section. A large number of people who visit your website are looking for positions - so you want to capture their attention as quickly as possible.
With modern talent boards, they are very specific and narrow, meaning you attract the desired talent. This creates a proper candidate pool. There's little point in attracting job candidates who don't love what you get up to and how you do it - so it's better to be upfront and direct - you'll receive better applications and save money on interviews and screening.
2. Social Sourcing
Finding the right candidates over the web is vital to your recruitment. The primary tool used is LinkedIn, which sells the LinkedIn Recruiter tool to Recruitment companies and HR departments. Many recruiters will say that having a premium LinkedIn recruiter license is vital to their sourcing efforts. However, since everyone seems to have it nowadays, it's no longer seen as a competitive advantage.
There is a whole list of new tools that have been formed to help recruitment firms to find and source potential candidates. These tools include TalentBin, Entelo and Remarkeble Hire which are designed to analyse your social footprint and assess your technical prowess. These tools mine your code positing and other social data to form a personal profile and reveal competency ratings based on your social data performance.
3. Recruiters as Mainly Sourcers
As companies grow in size and seek out more specialised skills, the primary role of the recruiter becomes more significant. And where would you like your recruiters to utilise most of their time? Interviewing potential candidates or doing the bulk of the sourcing?
The high performing organisations are now pushing for the hiring managers to carry out all of the interviews. Giving them the appropriate interview training is helping to yield better appointments. These organisations are letting recruiters focus entirely on sourcing and performing initial screening checks. The more "assessment" we push onto hiring personnel teams the better.
Training recruiters up to a senior level and measuring their ability to strategically source and attract passive candidates, often from other rival competitors, is the way forward. However, hiring managers still play an important role in partnering with recruiters to identify the top talent.
Finding that competitive edge in corporate recruiting is essential. However, it's equally important to treat candidates with care and respect during the process. This means having an applicant tracker system to keep everybody in the loop each step of the way. If the necessary steps are taken to put these systems in place, candidates will come looking for you regarding new vacancies rather than traditional job boards.
Hari Singh, Recruitment Consultant
