The Society for Human Resource Management tells us that the average time to fill a position for a company with over 1,000 employees has increased from 29 days to 43 days. Not so great if your talent acquisition department is already back-logged with open jobs.
Regardless of the latest jobs report, talent acquisition teams continue to face a number of challenges. From the lack of internal resources, to the unavailability of talent, financial constraints, or jobs that remain open for longer periods, both create a black hole of recruiting costs. With the mindset of leadership for your recruiting operations to do more with less, how do you break the cycle of this rolling talent deficit?
The job of a Recruitment Process Outsourcing (RPO) provider is to optimize the processes and tools to maximize candidate recruiting and experience. This means tapping into proven practices to increase a company's ability source, recruit, and hire candidates; often quickly, for a specific position or a combination of the two.
8 Secrets To Optimize The Recruiting & Hiring Process
To operate like a lean mean RPO recruiting machine, you can use these eight recruiting strategies to optimize your access to talent.
Calculate the Talent Deficit
You need to get a grasp on whether talent acquisition is operating in the red, and if so how badly. To do so, take the total number of open jobs and deduct the total number of jobs filled over a two month period. This should give you a quick temperature read, but you can easily look at historical trends to predict future hiring volumes or trends by following the full process listed here.
Determine Whether HR/TA is Hitting a Breaking Point
The skills assessment process is how you begin to understand your departmental and organizational needs. From hiring trends to bottom line savings, having the ability to quantify and qualify workforce skills is step one in determining whether your existing recruiting resource can meet your organizational workforce needs.
Ditch the Recruiting Handbook
Long gone are the days where recruiters could rely solely on jobs boards to fill open positions. The rise of social media, big data, and mobile recruiting technology makes finding a needle in a haystack a realistic (and a very much expected) task for recruiters. As the leader of your company’s talent acquisition process, really ask yourself, has your team raised the bar on its recruiting strategies?
Build a Talent Community
It’s reported that 77 percent of job applicants receive no communication from the organization after applying to an advertised position. RPO programs tend to work best on difficult-to-fill-positions or high volume jobs, and when candidates who are hard to come by have submitted their information. So you can bet there's a proven process and great value in capturing and maintaining a talent database. Learn how to effectively communicate with candidates when you need them the most and the least.
Develop a Sourcing Strategy for Passive Candidates
The trick to passive candidate sourcing is to build lines of communication into the talent communities you need before you need them. And, while that sounds more philosophical than actionable, we break down the three ways to recruit passive candidates in this post.
Be a Recruiting Process Superhero
What’s really important to realize is that when candidates end up in long submittal and interview cycles, the likelihood of them accepting the position shrinks. What’s worse is when the candidate declines the offer, and the vicious cycle resets. The process for getting candidates into the pipeline and through the process should be efficient and consistent with your brand. Sometimes this means your HR management process may need superhero-like help.
Start with Employee Engagement
When you’re time to hire is painstakingly slow, everyone suffers. Longer hours, increased workloads and high pressure situations means unhappy workers; often with one foot out the door. Consequently, adding to the never-ending list of unfilled jobs. Creating happy, engaged employees will attract other good workers and high performers.
Get a Hold of Your Recruiting Technologies
An Applicant Tracking System (ATS) can help an overburdened HR department; however, it’s not a replacement for human interaction and decision-making. Learn how to maximize your ATS so that data is accurate, follow-up is complete, and the technology is leveraged to its fullest potential.
Andy Roane is the Vice President of Recruitment Process Outsourcing (RPO) for Yoh. Roane brings more than 15 years of human capital industry experience to the role, including six years as Vice President of Operations for PeopleScout, where he led RPO engagements with Fortune 500 companies.