Your recruitment strategy shouldn’t be a game of chance
A lot of numbers fly around the world of recruitment. To the point where you may believe your recruitment strategy is a simple game of numbers – tip enough traffic into the top of your funnel, and the people you need will plop out of the bottom.
But while there may be some truth to this, your recruitment strategy should never be left entirely to chance.
More than a game of numbers
I’d forgive you for thinking that your recruitment strategy was a pure game of numbers. After all, we are often bombarded with stats such as “75% of applicants are not qualified to do the job”. If this were consistently true, we would be able to deduce that we needed to stuff 100 people into our pipeline, in order to assess 25 qualified candidates, right?
But while statistics like these might be helpful, the truth is that if you focus too hard on playing the numbers game, you risk leaving your recruitment strategy to chance.
Some interesting statistics on recruitment
Here are some more interesting statistics:
- 75% of qualified applicants are rejected because the employer’s ATS cannot read the CV (Forbes)
- 60% of top engineers were deemed “not relevant” by their ATS (ERE recruiting intelligence)
- 60% of applicants quit halfway through because the online application process is too complicated (SHRM)
In other words? If rely completely on automation, you may miss out on top talent. Or on the flip side, if you focus a little more on the human side of recruitment, and a little less on cramming large numbers of applicants into a badly-automated ATS, then you might be in with a better chance of attracting and retaining top talent.
Five ingredients found in a good recruitment strategy
If you want to attract and retain talented people, and you don’t want to leave your recruitment strategy to chance, then there are five important ingredients to consider.
- Establish strong company values. If you don’t have an authentic and appealing culture, then you’re effectively building your recruitment strategy on a foundation of sand.
- Write effective job adverts. These should reflect the values you’ve already established. And your job adverts should do two things – first, make candidates feel great about applying for a job; and second, make it clear the kind of person you’re looking for.
- Create a shortlist. If you’re dealing with large volumes of applicants, you may want to consider using screening tests, but they’re not for everyone. If possible, you might want to review candidates with a human eye. An ATS might help you to organise your shortlists for comparison, but as mentioned earlier, using 100% automation isn’t always the way to find the best person for the job.
- Act quickly. The best candidates get snapped up fast by your competition, so see if you can reduce your time to hire metric.
- Review top performers. You should always be looking back at how you found the top performers in your organisation. Compare performance of existing employees, and investigate what you did to recruit them – this way, you can always improve.
Is an ATS a bad thing?
I’ve mentioned that too much automation might be a bad thing. But actually, an Applicant Tracking System (ATS) can be a super useful part of your recruitment strategy, if used wisely. According to Capterra, 94% of HR professionals say that software has actually improved their hiring process.
The best Applicant Tracking Systems will help you to attract and retain top talent by supporting vacancy creation, helping you to push adverts to the major job platforms, giving you tools for scoring and comparing your shortlists, and even helping you with features such as video interviews.
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