Rebounding and Rebooting as a Recruiter Today
As the business world evolves like never before, there are opportunities for you to take the lead with your recruiting expertise and drive your organization forward. As part of the LinkedIn Impact 2020 series, recruitment guru Carmen Hudson shares her insights on the way forward.
As the world begins to recover and embrace a new future, businesses are finding ways to bounce back. As a recruiter, you play an important role in that process, helping your organization navigate through the disruption and making sure it takes full advantage of every opportunity.
In this virtual conference, part of the LinkedIn Impact 2020 Series, Carmen Hudson, the Principal Consultant for Recruiting Toolbox, shares her insights on what talent professionals like you can do to take the lead through the rebooting phase. One of her key points is that recruiters must go beyond what they’ve been doing and become talent advisers who proactively introduce new efficiencies to the recruitment process.
Carmen identifies two vital areas where recruiters can leverage their expertise to make improvements and provides tips on how to implement changes in your organization:
Efficient interviewing
Carmen has found that in almost all lines of business, the interview process takes too long and is needlessly slow. She cites an example of an interviewing journey for a sales job which requires the candidate to invest up to 13 hours of their own time, and the hiring team to spend an additional 18 hours before fully evaluating that candidate.
The key to streamlining the hiring process is to clearly define selection criteria in advance. For the best results, you can do this for each individual stage of the journey, with criteria for screening, interviews, problem-solving exercises or competency procedures. You’ll find that this removes any time-consuming overlap between different stages, where certain skills or attributes are unnecessarily assessed more than once.
Candidate experience
The changing landscape heightens the importance of providing a smooth, fair and transparent candidate experience. Carmen says adjusting candidate experiences can help you connect with previously out-of-reach talent and alleviate candidate concerns at what will surely be a stressful time for them. She also puts a big emphasis on clearly communicating who you are as an employer. Having a solid employer brand strategy at this time not only helps you to better attract and communicate with the best fit candidates, but it also helps potential candidates identify at an early stage whether they want to engage in the hiring process or not.
She has seven tips that can help talent professionals like you shore up these experiences. Here are just a few of them:
● Updating and fine-tuning job descriptions: ensure your descriptions are as accurate, timely and relevant as they can be. Providing a clear picture of what is expected from a role and what they can expect from you as an employer really helps candidates to self-select if the opportunity is right for them.
● Supporting the job community: look beyond the roles and boost your brand by providing resources and support that could be useful to anybody searching for work.
● Sharing your talent: with the candidate-to-job ratio set to increase significantly, consider sharing applicant information with other companies to support the job market as a whole.
Get the rest of Carmen’s tips on candidate expertise, as well as more of her insights, in the free, on-demand conference. And when you’re done, don’t forget to explore the full LinkedIn Impact 2020 Series for insights on talent acquisition in the new world of work. Please note this session was pre-recorded ahead of June 4th.
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