The recruiting field is changing in fundamental ways, as new recruiting technologies develop, the talent pool shrinks and recruitment outsourcing becomes increasingly mainstream. In this week’s RPOA Weekly we take a look at the changing face of recruiting.
As the talent market shrinks, companies are experience another shortage – lack of experienced recruiters. This article discusses how qualified and experienced recruiters are in short supply, which in turn means longer waits for new hires and even less of a chance getting top talent for open positions. It suggests several strategies to bridge the recruiting gap, and discusses recruitment process outsourcing (RPO) as a potential solution that many companies are turning to as their recruiting capability dries up.
It’s no secret that this is a difficult time to be a recruiter. The shrinking talent pool means that it’s a candidate’s market and competition is fierce for the talent available. This article discusses ways that companies can motivate their recruiters to improve their performance, including emphasizing competition and the thrill of the chase, giving recruiters the tools they need to make the candidate’s journey quicker and easier, and clarifying the organization’s commission structure to ensure that recruiters have a financial incentive for great performance.
Recruiting is a fundamental part of a successful business, but like all fundamentals it can get lost in the noise. This article reminds readers of the importance of recruiting and how companies can improve their recruiting function by paying attention to the three “Ps” – purpose, process, and performance. It provides suggestions on taking advantage of and improving each “P,” such as borrowing effective processes from other parts of your business and applying them to recruitment and maintaining good metrics to measure performance and find out where recruiting can improve.
Do you know what the difference is between average recruiters and great recruiters? According to this article, it’s a metric called Return on Time (ROT). This article introduces ROT as the average hours a recruiter or sourcer takes to get a submission for an open position. It recommends analyzing current return on time statistics to establish a benchmark, and then suggests five different ways that recruiters can improve their return on time, including increasing sourcing speed, cutting out Boolean stings that do not produce, not spending too much time experimenting with new tools, doing accurate intakes, and using CRMs or email campaign software.
According to this healthy, the state of recruiting is not strong. It presents the thoughts and opinions of the author and several other people at the top of the recruiting industry as they examine the changing role of recruiters and how recruiters are viewed by hiring managers and candidates alike. The article makes the argument the majority of recruiters will be made redundant as technology becomes better at assessing job candidates and explores the algorithms and existing technologies that have already begun to encroach on recruiter’s responsibilities.