Cruise or control?
As the process of filling a job vacancy begins, are you in the driver’s seat or simply along for the ride? Is it even possible to control a process where the true measure of success is based on the fit and skills of a person other than yourself?
I believe that hiring outcomes can be influenced at every step by ensuring a mantra of active and thorough seeking; pulling multiple levers in conjunction with posting a job ad to deliver the best possible talent aligned to the opportunity.
Post and pray is recruitment of old. The brief was taken, the package defined and the ad loaded; recruiters could then kick back and watch the applications roll in. Yep, the job ads are still rolling in, in fact more than 480,000 job ads were posted on SEEK between January and March 2015. And while this works in many cases, there are also times, such as hard to fill and specialist roles, when a more diverse approach is required.
Efficiency within your recruitment process
In today’s fast-paced employment market, a multi-faceted approach is favoured as it can deliver a mix of active and passive job-seekers, allowing you to exercise greater control over the application process; the quality of candidates you see, the speed in which you can hire and the cost of making the placement.
But with greater access to candidates than ever before, are you using the right tools available to keep you on top of the process and in the driving seat? At every step of the way, there are things you can do to make connecting with the right candidate more efficient. In this always on, 24-7, open access, front door, back door, revolving door environment, whether they are an active or passive candidate, you need to be ready to manage the process as soon as the vacancy is available.
Screening questions, for example, can allow you to control the criteria that candidates must meet to even lodge an application, therefore reducing the amount of time needed to review suitable applications. On the other hand, if you already have a talent pool identified, then having search and refine tools can allow you richer filtering, matching the most relevant candidates to your search.
Tapping into the passive candidates
Most of these actions talk to the active candidate and how you keep on the front foot when your role is in demand. What about the hard to fill or specialist roles like company secretaries, outbound sales, or water and waste engineers? Finding and connecting with ‘passive talent’ is an option that is increasingly available and no longer the exclusive domain of the headhunter. SEEK Talent Search, for example, provides you with access to over three million candidates and CVs – putting you in control of filling a role with quality candidates from the moment the opportunity arises – not just the moment the job ad is posted.
However, access to extra people doesn’t mean more control, efficiency or greater success – in fact, passive candidates, if handled incorrectly, can result in lost time, a reduced sense of job satisfaction for you, and a loss of trust from the candidate about making the move from passive to active.
So how can you make the passive needle in a haystack stand out? When the back-end of a database is managed correctly, such as the one powering SEEK Talent Search, your access to unique CV data ensures algorithms match the most relevant candidates to your search, providing you with the candidate information you need to make a decision to connect. Looking for an architect not a solution architect? Or a Certificate 3, Cert 3, Certificate III or Cert III? No problem! Run a Boolean Search on it so you can immediately access deeper profile information from within a candidate’s CV.
That’s why when you have the opportunity to make the first move and to connect with a candidate before they’ve had a chance to connect with you, you have to be in control of how the process works to ensure a successful outcome. Can you maximise your chance of success with search, filter and then selecting the appropriate connection methods? Today, you can and increasingly the ground work and preparation to make your connection a fruitful one has been done.
In our user-controlled world where everyone (hirers and candidates) are the ‘users’, it’s ultimately up to the hirer to own their process and remain in the driving seat. Invite the candidate to sit up front alongside you, get them holding the map even – it is their life path they’re working on after all – but never have them as a back seat driver of your process.