Almost 100% of senior executive leadership teams of organizations I meet will tell me that recruiting the talent they need to prosper and grow is their biggest challenge. I'll then ask them, "So, what strategies are you using to make sure you get the talent you need?" At that point, I usually get a lot of blank stares and a bunch of heads turning to the CHRO or CPO of the organization!
I would think if something in my business was the #1 priority, and I was the CEO, CFO, COO, CIO, etc. I would know exactly what strategies were being implemented to solve the largest issue facing our business. But most don't. Why? There is an expectation that we (HR and Talent Acquisition) can handle our business. That's why we were hired, right? No one is asking the CIO what networking strategy we are using and why!?
What I find, though, is all too often the talent strategies we are employing to this major issue are far from effective and far from being up to date!
Here's what I know you are using for sure:
- Posting jobs to your career site.
- Praying for someone to apply.
- Engaging a staffing firm when that fails.
Don't feel discouraged! Over 90% of organizations worldwide are using this same strategy!
Recruiting great talent has evolved tremendously over the past five years. The technology has improved, our knowledge of marketing concepts has improved, and quite frankly the pressure on us to get talent has increased to the point that we've been pushed out of our comfort zone in terms of how we go after talent.
What Strategies are Modern Organizations Using to Recruit Talent?
1. Using applicant tracking systems that have evolved into recruiting platforms
Old-school ATS technology was basically a requisition system that would post jobs to your career site. New ATS technology is part old-school ATS and part new school CRM, which gives organizations the ability to nurture candidates in their database and pipeline candidates for positions, all of which allow you to run your TA department much more like your supply chain department. Giving us the ability to produce talent on demand when needed.
If you're using an old-school recruiting system that is forcing candidates to register, making them click multiple times in the process, not mobile-friendly, forcing them to answer all kinds of questions to just show interest, you're missing out on at least 60% of the candidates who might be opting out of your process and applying elsewhere through a system that doesn't force your candidates to jump through hoops.
2. Leverage funnel data to extrapolate what can and can't be done with your team's capacity
Right now, most of us have no idea what our recruiting teams are truly capable of producing. We get requisitions and we try to fill requisitions as fast as we can. But, if our senior team comes to us tomorrow and says we need to ramp up hiring by an additional 25 hires per month, most of us would just respond back, "We can do it! We'll just work harder!" And then we would fail. Knowing the data around how positions are getting filled in your environment is critical to TA success. How many candidates do we need to fill one position? How many interviews? Where are our most effective postings?
3. Managing the total workforce, not just your full and part-time employees
Most organizations I work with are using contingent labor at a rate of 10-30% of their total workforce. A combination of long term, professional contractors, temps, consultants, 1099s, gig workers, etc. What I find, though, is only a fraction of these organizations actually managing the "total workforce", most are still just managing the positions they hire for full and part-time employees.
That's a huge miss, as this total workforce is truly a pool of great talent that you already have onsite and know how they perform, and it's a giant bucket of budgeted dollars you want in HR and TA, and not lost in departmental budgets outside of HR. Every dollar spent on other work arrangements, in another department's budget, is potentially a hire you should be making in your recruiting department or, at the very least, be knowledgeable of skill sets you have onsite.
Not having your arms around your total workforce is the single largest strategy fail in HR and TA across all organizations that I commonly see.
These aren't silver-bullet strategies. These are foundational world-class strategies of great talent acquisition. Great technology. Great data analysis. Managing the whole, not just a piece. From here, you can now implement a million different tactics in getting more candidates and truly using the resources you have to the fullest.