As markets reopen, ramp-ups loom for many industries, here’s how to deal with them without increasing your talent acquisition Headcount.
The COVID-19 crisis was at worst devastating and at best disruptive for talent acquisition teams everywhere in the world. We’ve all consumed a ton of content on the effects of a global pandemic on hiring operations (if you haven’t, please check out some of our content from recent weeks on our blog). TA managers have been grappling with impossibly difficult scenarios, adapting processes heavily reliant on in-person human interactions to 100% digital almost overnight. The TA leaders had to give their teams the right equipment, define remote strategies, adapt digital communication tools and deliver training on how to use them. A busy few weeks! At Talkpush, we did our part to help with WFH tips, remote recruitment strategies, and digital candidate experience best practices.
Here’s the good news: it worked! In a few weeks, the industry completed a transformation that would have taken years otherwise. For the most part, recruiters and their managers rose to the challenge and the candidate experience was better (or much better) for it. What’s the next challenge this crisis is throwing at us?
Today, we explore how to manage a hiring ramp up with a limited recruiter workforce, and no budget to add to your recruiter headcount, a situation that many employers are currently faced with.
1. Invest in automation
Automation can be applied at almost every stage of the recruitment process. From the first click on an ad to the first day on the job. You can call upon chatbots and automated workflows to take care of pre-screening, sorting, scheduling and even onboarding. This means that by implementing an automated workflow, your recruiters can gain a lot of time. We have seen some teams increase their output by 5x within a year of starting an automation transformation initiative. We’ve seen firsthand how automation can decrease the time-to-hire, for example with McDonald’s Philippines which recently reduced it by 42%.
Automation is also essential to offer a fast and digital candidate experience, important attributes with active job seekers. Automation makes the candidate experience consistent with the consumer experience, with instant replies, status updates, reminders and an easy process that doesn’t ask for the same information multiple times or forces them to make a profile on an app they’ll never use again…. Treating candidates like customers is what you need to attract the best.
Don’t know where to get started? Check out this other article with 6 Baby Steps to Full Automation.
2. Are your recruiters wasting time consolidating data? It may be time to integrate some of your tech stack.
The smartly integrated tech stack works with your ATS as the backbone, and maybe four or five additional tools that perform specialized activities. For example: video assessments, language analytics, or social media sourcing (leading ATSs are notoriously poor at social media integration).
Do a count of what tools you’re currently using and spot ways to make the process more effective. Are you using an assessment tool, but having to manually input scores into your CRM? This is a simple fix and it’s also an easy way to make your process faster, and your recruiters more effective. When following this step just think of all the stuff that makes life a little more tedious for your team, an integration can usually fix it. From something as simple as SSO (single-sign-on) to a more nuanced dance of APIs and system communication, it’s worth asking IT to spend a few hours social your painb points so you can save hundreds of recruiter man-hours (and thousands of candidate waiting hours) down the road. Some other integration ideas are: analytics, job boards, social media — the more channels you have connected to your ATS or CRM the more accurate your data will be and the easier it will be to get all of it (without spending tons of time scraping, comparing, and making the 8084th Google Sheet.)
This is definitely easier if you’ve been purchasing tools that offer integration capabilities through an open API. It’s also a smart idea to check in with other departments and see what tools they’re already using to avoid potential overlaps — this is also a chance for a little stack clean-up. Sometimes a combination of tools, say having one for sourcing, and another for candidate screening, isn’t necessary if one can do the job. When doing your tech recon, look for opportunities to consolidate, integrate, and simplify.
3. Eliminate sourcing channels that don’t convert
It will tell you how your candidates are faring during your hiring process. To build a steady flow of candidates and a large talent pool you can tap into in situations such as hiring ramp-ups you must to carefully examine your data, from every source, look at how much time candidates spend on your site, how many clicks it takes for them to finish their application, and use all this information to make their life easier. Once you understand each of your channel’s true ROI, you can re-adjust your recruitment budget to optimize the Marketing Cost Per Hire (MCPH).
4. A careers page made to increase conversions = more time for your recruiters
Everyone agrees they need to have a “good career site” but the way to measure what is “good” is what’s up for discussion. Many employers are turning to ad agencies to build the content for comprehensive career websites that talk about culture the way a job listing from an ATS never could.
Unfortunately, those beautiful websites end up being digital resources rather than sourcing channels, and often suffer from a dreadfully low conversion rate around 5-15%.
We do not suggest building a boring website, with only a job listing from your ATS or CRM, but we do recommend building websites that have a high conversion rate, focused on their core audience and core message. Marketers can churn out very effective landing pages using affordable services like Unbounce, WordPress or WebFlow which allows them to take control of their digital assets. A good career website built with these principles in mind can save a bunch of time for recruiters by delivering leads which are qualified (pre-screened by your on-site bot), as well as informed by answering their questions right on the site. Plus, if you add on automated scheduling as part of your bot flow, you have candidates that are applying, pre-qualified, and scheduled for their first interview all in a matter of minutes without ever having to leave your site.
Talkpush has also started offering career site design for its customers without the time to build those. Talkpush Career Site Services include websites that have a clear call to action, moving candidates to next steps in the recruitment process, whether that’s an online assessment or a scheduled call with a recruiter and giving candidates an option on where the conversation should be continued
So there you have it. Follow every step and you won’t have to hire any more recruiters to tackle the increased volumes in candidates, as well as positions that need to be filled. You also won’t have to sacrifice your candidate experience with extra barriers to help you act as a filter. Instead, you’ll have an active talent pool with happy candidates which you’ll be able to tap into now or in the future.
PS. This article is the third installment of our recession series and focuses on planning what to do as markets reopen. Read the rest of the series, with cutting ad costs, and recession-proofing your TA operations.
👉👉👉 Which strategies will you be implementing to boost productivity? If you’re thinking about automation, Talkpush can automate up to 95% of top-of-funnel recruitment tasks. Schedule a call with us to discuss your specific business needs.