High Performing Recruitment Behaviours- Talismatic

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 todays 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 todays 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 todays 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. Lets 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 POSITIONS 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 CANDIDATES 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
1 - 866 208 5594
info_at_talismatic.com