5 High-Impact Areas to Focus Your Recruiting Resources

5 High-Impact Areas to Focus Your Recruiting Resources

Mike Roberts

We get a lot of questions about what talent acquisition professionals should be focusing on to improve their recruiting performance. The first thing that comes to mind is to look at their strategy from the perspective of a maturity model.

Maturity models may sound like a boring concept you learn about in business school, and then never think about again. But they’re actually quite useful.

Bersin by Deloitte and many other analyst firms use maturity models to help employers understand how their adoption and use of tools, technology, and strategies compare to what’s considered best in class or market leading.

To help you come up with some ideas for recruiting—where you should be focusing your attention—we’ve taken a look through Bersin by Deloitte’s report, High-Impact Talent Acquisition: Key Findings and Maturity Model. Below we’ll share some highlights.

1. Work on your hiring manager-recruiter relationships

Research from Bersin by Deloitte shows that the health of hiring manager-recruiter relationships is one of the leading indicators of talent acquisition success. Bersin breaks down the relationships into three different levels: transactional, partnering, and strategic.

Transactional relationships are just as they sound—the recruiter is there to serve the hiring manager, acting as a “resume-pusher.” Partnering relationships are a bit deeper. The recruiter understands the business and works in a consultative way with the hiring manager. In strategic relationships, the two groups work together collaboratively.

If you haven’t done so in a while, it’s time to reevaluate your hiring manager-recruiter relationships. Do recruiters simply respond to requests to fill requisitions, or are they partnering and collaborating with hiring managers on their true needs?

There are many ideas for recruiting you could pursue, but this is low-hanging fruit. Don’t continue to operate with a hole in your talent acquisition efforts.

2. Get proactive with building your candidate pool

Imagine not having to start from scratch every time a hiring manager needed a position filled. Some of the best recruiting teams are pouring resources into building their candidate pools or talent pipelines so they can more easily source the right people for the right jobs—without much lag time.

Bersin by Deloitte discusses two different types of candidate pools—passive and active. Active relates to job seekers who are currently looking for work or open to opportunities. Passive is comprised of the opposite.

When mulling over ideas for recruiting this year, think about your strategies for building up relationships with passive and active candidates. Do you offer job alerts? Do you have a talent network? Are your recruiters engaging with candidates on social media? Are you putting enough resources at the top of the recruiting funnel so that it builds itself? 

3. Stop ignoring the impact of social media as a recruiting tool

The business benefits of social media cannot go unnoticed in 2016. Your candidates are on social media, interacting with some of the world’s leading brands in ways that were unforeseeable just years ago. They expect similar quality content and interactions on social media, especially from well-known employers.

In a short period of time, we’ve seen a discipline of social media marketing emerging in the realm of recruiting. This trend doesn’t seem to be going anywhere. Talent acquisition is adopting many of the best practices digital marketers have been fostering for the past decade.

Bersin by Deloitte says that perhaps the hardest part of social media recruiting and using social networks for talent acquisition is figuring out where to begin. We agree—but if this is on your list of ideas for recruiting in 2016, then your best bet is to just jump right in. See what works, what your team’s good at, and work from there.

4. Equip your recruiters with the right skills for 2016

Recruiting takes some of the best attributes from sales, marketing and customer service to be successful. We can easily think to ourselves that good recruiters know what they’re doing, but the fact of the matter is there are skills many recruiters could learn that will help them more effectively do their job.

When we think of research from The Talent Board, they look at recruiting through the lens of sourcing, interviewing, hiring, onboarding, and everything in between. If you don’t think there’s room for improvement among your team in any of those areas, then you’re surely mistaken—especially because new technology and trends make what works in these areas somewhat fluid over time.

Put recruiter training on your list of ideas for recruiting improvements in 2016. Making your own training program may take time up front, but it could be well worth it in the long run.

5. Establish a set of standards so you can actually measure impact

Having a set of rules and standards for what your recruiters should actually be doing and working toward is the first step to being able to measure impact. Think about launching a social recruiting campaign. If you don’t have a baseline of performance metrics and procedures, how will you know if what you’re doing on social media is having any impact at all?

There are many ideas for recruiting you could pursue, but above all you should put together at least the wireframes of a strategy. It’s hard to make progress when you don’t know where you started.

If you’re interested in learning more about using research and data to improve your recruiting performance, follow the button below or click here for a deeper analysis of the future of analytics in recruiting:

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