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High Performing Recruitment Behaviours- Talismatic

A high-performing recruitment organization differs from its contemporaries because it invests in portraying itself as the ‘ideal employer brand’. Have a look challenges faced by job-aspirants and high-performance recruiting organizations.

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High Performing Recruitment Behaviours- Talismatic

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  1. HIGH-PERFORMING RECRUITMENT BEHAVIOURS

  2. RECRUITING CHALLENGES FACED BY ORGANIZATIONS TODAY THE RECRUITING WORLD IS A SMALLER PLACE 38% • The emergence of social media and hiring platforms has created a more compact recruiting sphere, thus intensifying the competition for quality talent. ATTRACTING QUALITY TALENT DEADLINES VS. QUALITY CANDIDATES • Contacting potential candidates has never been easier, despite this, recruiters struggle with their time-to-fill. Caught between hiring deadlines and finding the right fit, time-to-fill remains a major challenge for organizations. 31% TIME-TO-FILL OPEN POSITIONS HIGH EMPLOYEE TURNOVER In a candidate-driven market, retention becomes a major challenge due to the vast number of options for candidates. Also, the high costs of employee turnover add to the disadvantage employers face in today’s recruiting field 18% RETAINING QUALITY TALENT

  3. CHALLENGES FACED BY JOB-ASPIRANTS LACK OF COMMUNICATION 34% • A major challenge faced by talent today is the lack of communication that follows the interviewing process or hearing from an organization they have applied to. RECEIVING REGULAR UPDATES FROM COMPANIES APPLIED TO LACK OF VISIBILITY Too many applicants in today’s market may over-shadow the better talent. Aspirants find it difficult to differentiate themselves from the clutter and reach their preferred employer brands. LACK OF PROPER FOLLOW-UP 24% 29% Job-aspirants would like to receive more communication even from companies they are waiting to interview with. Sharing updates on a regular basis can also help a organization convert passive candidates. RECEIVING UPDATES FROM COMPANIES THEY INTERVIEWED WITH OBTAINING INTERVIEWS

  4. THE NEED FOR A HIGH PERFORMANCE RECRUITING TEAM Companies invest large amounts in recruiting campaigns to seek the best talent with the right skill-sets. In the meanwhile, positions that are left vacant hamper the productivity of the organization. For today’s candidate-driven market, recruiters face ample competition for a particular candidate. Since the recruiting process is a long one, ranging between the time of a position becoming vacant to the onboarding of a new hire, it is essential that a hiring team and all its stakeholders carry out their roles as efficiently as possible. Organizations develop themselves as high performance recruiters so that they are able to hire the best talent within the desired times and set budgets. Let’s take a look at what are some of the traits that typically define a high-performance recruiting organization.

  5. CHARACTERISTICS OF HIGH-PERFORMING RECRUITMENT ORGANIZATIONS THEY BUILD RECRUITMENT AROUND A FORMAL RECRUITING STRUCTURE • Right from drafting job specifications to formulating the right advertising strategy, high performance recruiting organizations develop and adhere to standard procedures. • This includes the use of sophisticated recruitment software and programs such as analytical platforms for hiring and applicant tracking which are essential to the overall process. • They document and maintain information from initial stages of recruitment to final selection stage. • They use this information as a means to form a talent pool of relevant candidates for any future openings. This enables them to recycle the efforts from a particular recruiting campaign and utilize it for the next open positions. Candidates who interview with such organizations are 2.9 times more likely to be satisfied with recruitment overall.

  6. THEY FOCUS ON DEVELOPING A HOLISTIC RECRUITING PROCESS • A high performance recruiting organization ensures alignment between their recruitment and business goals. • This means involving all stakeholders of the recruiting process such as recruiters, hiring managers and candidates; keeping them well-informed throughout the process. • By ensuring transparency within the recruiting chain, they are able to pull in the candidates who best fit the positions to be filled. • These organizations employ the use of technology to support recruiting processes and enhance performance. High-performing Recruitment Organizations 3.5 times more likely to use technology

  7. THEY CONSTANTLY EVALUATE THE RECRUITING PROCESS • High performance recruiting organizations constantly examine and evaluate the effectiveness of their recruitment process. • They develop crucial metrics that can be applied to measure the overall impact of a particular campaign. • Right from the planning stages to completion, the goal is to derive value from any recruiting effort that may have been invested by the organization. • If any effort is not yielding the desired results it may be removed or tweaked to gain efficiency. In this way, the success or failure of a recruiting campaign can be studied for future use and it remains relevant even in the case of a changing recruitment team. High performance recruiting organizations spend 63% more time evaluating the efficiency of their campaigns

  8. STEPS TO MITIGATE THE RISK OF A BAD HIRE • Skills are prioritized as per the organizations needs. Recruiters identify the top three skills to be present in a candidate for each position, to give candidates a clear idea on the role they will be fulfilling. • It is up to all the members of the recruiting process to assess, also, which core competencies they would like their candidates to possess. Qualities like leadership, likeability, integrity come into play while selecting candidates who are a good fit for the organizational culture. This is also helps ensure better candidate retention. • By examining a job description, interviewers can develop behavioural screening questions that can gauge the ability of a candidate to perform that role well. • Many organizations have begun to turn to analytical technology to identify talent pools with matching skills so that they can shorten the search process. ONLY 28% OF JOB SEEKERS SAY THAT THE RECRUITER ALWAYS UNDERSTANDS A POSITION’S TOP THREE PRIORITY SKILLS. High-performing organizations are 1.4 times more likely to say candidates are screened for skill fit

  9. BUILDING A “PREFERRED EMPLOYER” BRAND EMPLOYER BRANDING STRATEGIES A high performing recruitment organization differs from its contemporaries because it invests in portraying itself as the ‘ideal employer brand’ STAND OUT FROM A CANDIDATE’S PERSPECTIVE Applicants view these organizations as the top priority brands while making employment choices. INCLUDE AN EMPLOYEE VALUE PROPOSITION (EVP). SHARE INSIGHTS ON COMPANY CULTURE

  10. TO REGISTER FOR A FREE TRIAL, EMAIL US AT FOR MORE INFORMATION, VISIT TO CONTACT US, CALL ON www.talismatic.com info@talismatic.com +1 - 866 208 5594 High Performance Recruitment Behaviours

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