If your company is such a great place to work, then why does talent sourcing continue to be an ongoing challenge? In a job market that was just flipped upside down—went from hard to source talent to not so much, but it could easily change again, and regardless of the job market, sourcing talent should never end. Technology and generational factors all play a part in attracting—and retaining—talent at your organization. Here are some possible recruiting blind spots your team may not be aware of.
1. Poorly written job descriptions
Your company might be the best place to work, but if a job description isn’t crafted to speak to your ideal candidate, he or she may not even apply. A company’s job description often makes the first impression on a job seeker, but frequently they are poorly written, outdated, and inaccurate. Using verbiage that is dry and uninspiring also lacks personality that would give insight into what it’s like to work at your company. Also remember to use inclusive language when describing roles and responsibilities.
2. Retaining millennial talent
As more baby boomers begin to retire, millennials are increasingly dominating the workforce and with that, transforming the work landscape with their unique set of characteristics. This group of workers is the most likely generation to switch jobs, are the least engaged at work, and 21% of them have changed jobs in the last year, according to a Gallup article. With a generation that is so open to change as this one, HR departments must find a way to engage and motivate their younger employees if they want them to stay in the long run.
3. Inability to use analytics for hiring
Analytics isn’t just for data scientists anymore. Most recruiters don’t fully utilize the power of their applicant tracking systems, which often include analytics reporting and other helpful dashboards. Drilling down into the numbers can identify bottlenecks that may be slowing down the hiring process. Are interviews being scheduled in a timely manner? Do you know how many hours it takes to bring on one new hire? These analytics can help you forecast long-term trends so your team isn’t taken by surprise.
4. Closing the deal for candidates with multiple offers
Job seekers are often making acceptance decisions between several competitive offers, especially within in-demand fields. While their decision can be based on reasons out of your control, sometimes the smallest hiccup during the hiring process can leave a bad impression on a candidate and be the deciding factor against your offer. Did you give them adequate time to respond to your offer? Did they get a positive impression of your overall hiring process? Candidates who have offers are looking for areas to nitpick at this stage, so iron out any kinks in your hiring process. Ask new hires at your company about their experience, what was the deciding factor for them, and what areas they think could be improved.
Nexxt is a recruitment media company that uses today’s most effective marketing tactics to reach the full spectrum of talent – from active to passive, and everything in between. Learn more about hiring with Nexxt.
This article was written by Emily Chen.
Emily Chen is a consultant and entrepreneur who has over 10 years of experience in accounting, government, non-profit, and tech industries. She has worked as a CPA, auditor, diplomat, and software engineer. In her free time, Emily enjoys writing, piano, and rock climbing.