3 Recruitment Pain Points and How To Fix Them
Our Social Talent Community is a hub of fascinating insights into real, on the ground, recruiting issues. We love hearing about what recruiters are thinking and feeling as they try to find the best people for the job. A while ago we asked what were the most common pain points for recruiters and the answers were so valuable we thought we’d take another look. We collected three of the most common pain points and took a look at how we can solve them together
1. “I find it hard to stand out from the crowd”
The problem with great potential candidates is that all the best recruiters want them. As a result, getting noticed by the right candidates can be tough especially when they’re quite often inundated with messages from a barrage of recruiters offering them the sun, moon and stars. All of this and we still must remember that often, the best candidates are passive and not necessarily looking for a job.
There are lots of things you can do to help yourself stand out from the crowd, all it takes is a little extra effort and creativity. Here are some ideas:
- Follow-up – in order to increase your candidate response rates, you should be following up on every candidate email you send. Getting a high response rate is not just about getting everything right in the initial contact, it’s also about following up. Most recruiters regard an unanswered email as a ‘no’. However, the fact that the candidate hasn’t responded to your initial communication attempt, does not mean they are not interested. Silence does not mean no. Only no means no. When a panel of highly sought-after candidates were asked at SourceCon, why they didn’t engage with recruiters, the participants said that they like to be chased. They expect to receive a number of messages from a recruiter before they even think about replying. Remember, these candidates are being courted by several different recruiters at once, so they will only respond to those who show them the most interest.
- Creative recruitment methods – have you ever tried using Snapchat to build brand awareness attract candidates? Or have you ever thought about using Tinder to do the same? Here are five companies who actually made the effort to step away from conventional recruitment methods and move towards some rather more unusual tools to attract and find the top talent they were after.
- Content Creation – have you unlocked the value of content marketing in your recruitment strategy? Content marketing involves publishing educational and valuable content for users which can help you develop long-lasting relationships with candidates. As a recruiter, you have certain knowledge and opinions that candidates want to tap into. What better way to share that knowledge then by starting to write and post content? We understand that the prospect of creating content can be a little daunting for recruiters, so we developed a two-step guide to help you out.
2. “I find juggling all of my daily tasks a struggle”
As we learned from this infographic, in order to be a successful recruiter, you need to be a master of a number of skills including social media management, content creation, communication, tech and more. As a result, it can be very tough to keep on top of everything you need to do day-to-day. At Social Talent, we advocate the saying, ‘Work smarter, live happier’. In a nutshell, that means finding better ways to work to make our lives easier. We advocate the same for you guys.
There are now a million and one tools out there designed to help make your life easier as a recruiter and we suggest you take full advantage of them. Below are a few of our favourites:
- ContactOut – useful for finding email addresses and contact details of hard to reach candidates quickly and easily. ContactOut is able to instantly find the personal email address and phone number (sometimes) of any candidate from their LinkedIn profile by automatically searching other social media sites and the broader web using an AI engine. All emails provided are triple verified and 97% accurate.
- Gorgias Templates – useful for constructing hassle free emails. This Chrome extension (which we first saw demonstrated at SOSUEU in Amsterdam) helps you to write emails faster by enabling you to create your own keyboard shortcuts and templates.
- SourceHub – useful for all of your sourcing needs. If you struggle to get to grips with using Boolean to create more effective searches, our own exclusive tool negates the need to use Boolean. Just tell SourceHub exactly what you’re looking for, in simple terms, and it’ll do the hard work for you – literally.
- IFTTT – useful for automating simple tasks like promoting your job postings on social. IFTTT (If This, Then That) allows you to use ‘recipes’ to help you create powerful connections between different social sites. For example, you can create a ‘recipe’ that means every time you post a job on your company’s career site, that same job gets posted on Twitter or Facebook or LinkedIn or wherever you want it to appear.
3. “Candidates declining job offers”
It’s easy to see why this one is such a big pain point among recruiters. By the time you’re making a candidate an offer you have completed approximately 95% of the work that is necessary to place that candidate and (if you are a contingent recruiter) you’ve collected precisely 0% of the fee. If a candidate suddenly backs out, you’re back to square one.
There are many reasons why candidates decline job offers. Some of the most common were laid out by RecruitingBlogs:
- Counter offers
- The candidate raises their salary expectations.
- The candidate doesn’t seriously consider their resignation conversation until they actually have an offer
- The candidate hasn’t told you about other job opportunities they are pursuing
- Communication breaks down between you and the candidate
Depending on the specific reason your candidate gives for turning down your offer, there are a number of things you can do to ensure none of the above reasons cause your candidate to decline your offer:
- Counter offers – after an offer is accepted, RecruitingBlogs suggest role-playing the counter offer conversation with your candidates so you know exactly how equipped they are to effectively handle a counter offer should it occur.
- Raised salary expectations – regularly re-confirm the candidate’s agreement to the salary discussed at the beginning of the process.
- The resignation conversation – be up front with your candidate, ask them what would they do if they resigned and were then offered a pay rise of 15+% pay rise by their current employer.
- Other opportunities – always assume the candidate has other opportunities they are currently waiting to hear back on, and regularly ask them about those opportunities and their progress.
- Communication breakdown – according to Recruiting Blogs, the less responsive to your calls and other forms of contact a candidate becomes, the greater the chance they won’t take the job. To avoid losing touch always leave a time/day by when you want them to get back to you and if they haven’t gotten back to you by then, get in contact with them stating the reason for your call/email/message. You should also give them additional contact options by which to get in touch with you e.g. SMS, InMail or email.
By concentrating on these solutions we can gradually break down the pain points of the every day recruiter
Do these problems sound familiar to you? Join our Social Talent Community so you can share your thoughts on how to make recruiters lives easier!