Recruiting has tremendously evolved over the years.
With new talent sourcing softwares, information profiling technologies, and the remote workforce itself, recruiting is constantly changing. To be adaptable comes with awareness. In this time of mainly digital job seeking, there is so much to be learned. Let’s take a look at what old recruiting strategies to avoid, and why.
Do They Need A Degree?
Old recruitment strategies involved too heavy of a consideration towards candidates who had earned a college degree, and this is outdated. According to a study done by Georgetown University on “Job Growth and Education Requirements through 2020,” 36% of the job openings will not require education beyond high school. In the past, the preference for a degree stemmed from employers wanting to see some level of task completion. A candidate can prove that they are able to commit through previous entrepreneurship, or their previous completion of courses or apprenticeship programs. Even that they have trained and ran a marathon proves that they are able to complete a task. A good candidate does not always have to have that piece of paper.
Getting Back To Candidates Quickly:
Top talent gets hired by recruiters within 10 days (smallbizgenuis). Many people have lost their job due to the pandemic or they could be in jeopardy of losing their job and therefore are open to the market. As a recruiter or hiring manager you will find job seekers are everywhere, but that doesn’t mean the competition isn’t tough to acquire top talent’ now more than ever is the time to move quickly. This involves strengthening and streamlining the recruitment process within your organization. Getting back to candidates within a few days about whether they are moving forward and setting that next appointment helps in keeping the candidate keenly interested in the position and for you to understand where they may be in the hiring process.
For example do you have a great candidate that you just can’t place or hire right now, but possibly would be able to in the future? Instead of sugar coating any situation, it is important to be completely transparent as a recruiter. Being transparent with your candidates makes you more likely to yield better results. Things happen within organizations such as budgetary issues, new product launches, internal staffing meetings, and so on. Timing is everything, and being honest with your candidates about what is happening allows you to keep a strong relationship and plan going forward.
These are three examples of how to overcome old recruiting strategies and we hope they will help you find more qualified candidates and will lead to more success long term.