7 Key Reasons Why You’re Failing At Talent Sourcing

7 Key Reasons Why You’re Failing At Talent Sourcing

Hire quality is a critical indicator of how well your plan for talent recruitment is doing, but have you actually got your finger on the pulse? The relentless hustle and chaos of recruiting and the urgency of filling open positions will contribute to some corner-cutting and supervision.

Recruiting managers ‘ pressure to improve recruiting time and cost per hire can lead busy recruiters to adopt a haphazard approach to talent sourcing. Trying to meet the demands can get hectic on every front! That is, of course, if you don’t have well-thought-out plans for outsourcing in place.

Do you struggle to find the right candidates?

When you can’t fill positions, or you only recruit to have them fall out after a couple of months, the problem is with the techniques of sourcing. Sure, the lack of global talent is on the rise and the battle for talent is on the rise but be careful to use these facts as excuses.

It’s often easier to make excuses than to do some rational research. In the short term, shifting blame to external conditions takes off the burden, but the company will pay the price pretty soon.

A company is only as successful as its workers. When retention of staff looks like a rotating door with differences in expertise and vacant workstations littered all over, you are in trouble.

Good recruiting is important for business success, but businesses are aware of the fact that recruitment is still often viewed as product procurement. And this is where the problem begins; there are unrealistic expectations for everyone in the internal recruiting chain!

Recruiters are not miracle builders and can’t limit their contact with hiring managers. Which is because it’s not goods for candidates. We have expectations, anticipations, views, emotions and above all.

For good recruiting an excellent applicant, the experience is important. You can only offer a fantastic candidate experience with the best talent procurement approaches and continually improve it.

To get this right, how to take the talent sourcing from ordinary to exceptional, all parties involved in recruiting must commit to a change of attitude. We must also accept that HR and recruiters are not solely responsible for recruiting talent. While it is up to them to find the best candidates, they need to know exactly what they are looking for.

Branding an employer is another matter. A brand covers everything from the products and services to attitude and community to an organization. All departments must work with recruiters to ensure an accurate representation of the employer branding.

1. Just what your company needs

Everybody knows what their team or department needs but few people are worried about finding out what other departments need. On the other hand, recruiters are expected to generate creativity all through, mostly based on information scraps.

Spend time reviewing the current employees, skill levels and performance data. Also consider business plans and expectations for the short, medium and long term. Which skills are you going to need to bring success? Do you have succession planning programs in place, and know where new skills will need to be brought in?

2. Define recruitment goals

When you know what your business needs, you will identify priorities for recruitment. They must be tangible, and add value to your plans for sourcing. In addition to the standard time-to-hire metrics, time to fill and cost per hire, they include hiring quality, process quality, and candidate experience. Talk of recruitment metrics that will give you a real insight and not just collect data for the sake of that.

Defined goals enable you to set specific targets that can be measured in terms of success or failure. This will allow you to automate processes, make modifications and re-evaluate systems. Well-defined goals allow you to create recruiting plans for specific skills, teams, and departments.

Depending on the size of your recruitment team, you will assume different roles to streamline the procedures for sourcing. Break Recruiters sources. This might not be possible in smaller companies, and recruiters have to do full-cycle recruitment. You can even have candidates for the HR sourcing. Set goals, steps and timelines for each vacancy that can be tracked and evaluated.

4. For hiring managers to buy-in

Managers recruiting have to develop relationships with recruiters. Relationships can become strained between hiring managers and recruiters, but that’s unnecessary and counter-productive.

It’s typically because recruitment managers put pressure on recruiters to rapidly fill the roles based on scant information. In addition, recruiters feel unfairly handled and need more feedback from the hiring managers.

Both sides have a point but they need to work together to find the best solution. Hiring managers need to quickly spend time with recruiters when they find a new opening. Early communication helps in defining the position, confirming job description and determining the ideal candidate persona. Recruiters should offer a reasonable period for hiring managers to fill in the data available.

If the planned fill time creates delays, managers should come up with adequate contingency plans. You will devise a recruitment strategy together, consider alternatives such as internal transfers or promotions and optimize all job needs.

5. Identifying the best online resume-buying sites

There is no lack of online resources to find potential candidates but it is important to know where to find the right kind of people. Every vacancy would necessitate an inevitably specific level of skill, experience, and persona. Understanding that will help to make the right choices for talent sources.

Virtual groups are comprised of people with similar interests. You’ll know where to start looking if you understand the job description, qualifications, and ideal persona.

Boards of jobs are no different. There are general job boards where you can produce average talent, but if you need professional or executive expertise, you need to find out where they are hanging out. Technology to post jobs will make the process simpler, saving you time and money.

6. Communication

There is an impact on how we communicate anything in business. When we create job ads it is crucial to consider who is going to read them and how they are going to be perceived. If you want to draw creatives, it has to be relaxed and thrilling in your wording. On the other hand, a senior finance executive is unlikely to take that style seriously, and will therefore not apply or respond.

Creative sourcing is not just what we are doing; it is how we are doing it. The same holds true for posts on social media. Create material that suits your readers. If you are part of multiple social media groups, don’t use exactly the same content for them all. Adapt content and be selective to catch your attention, and then engage in the same tone with them.

Most importantly, make sure your communication doesn’t come across as biased. Still, bias in hiring is an international scourge. If your employer brand is considered to be in any way biased, you will be called on to do so. Luckily tech comes to rescue bringing AI tools to remove the bias from your writing.

7. Use social media

The social media helps to identify and engage people with like-minded people. A mistake made by many outlets and recruiters is to use sourcing from social media as a board of jobs. That’s a sure way for people to let you down. No-one wants to see post after post that doesn’t have any meaning.

As an extension of your employer brand, you will manage social media accounts and not a work board. Write material and share it which will cater to your followers. Interact with them on a daily basis, answer their questions and prove you are interested in them.

Social media networks are likewise an extension of your talent pool. If you have a suitable vacancy, when you are purchasing talent you can reach out to individuals. Since they know you and your employer brand they will be more likely to respond and you can ask for recommendations if they are not interested. Correctly controlled, social media lets you build online connections based on mutual trust and respect.

Conclusion

The most common way of expanding a talent pool is by introducing applicants and candidates that are not suitable for current positions but might be suitable for future roles. But there are other means, too, of finding leads. You can include a form on your job site to catch the lead to get the information of visitors who are not applying. If you have a blog where you share valuable content, this will work well too. Social media can be another lead conduit for your pool of talent.