by Abby Robinette
It’s no secret that finding the right talent for your organization has become exceedingly difficult in today’s world—never mind the fact that you must also figure out a way to retain this talent. In this post, we outline three of the common struggles hiring managers face and how to overcome them.
1) Struggle: Lack of qualified candidates
One of the challenges hiring managers face today is not receiving qualified applicants. They find that those actively applying, which may not be many, are not the right fit. The times of posting a job on a sourcing platform, and waiting for the right candidates to come to you, are gone. It is time to put thought and energy into creating a recruiting plan that allows for you to reach those candidates. But how? And who?
A large majority of today’s current talent pool is composed of passive talent, those that are happy in their current role but open to hearing about new opportunities. This is where we have seen great success in sourcing qualified candidates. We use recruiting techniques, sources and processes to find these candidates and sell them on why they should be interested in this new opportunity.
Solution: Passive candidate sourcing
2) Struggle: Not enough time to recruit
A common struggle I hear from hiring managers is, “Recruiting takes up so much of my time that I can barely get my own work done”. Most of our clients recognize how vital it is to get staffed up so they do what they need to in order to achieve that. And for the most part, that involves taking hours out of their week to interview, review, follow up, send offers, and much more. While all of this is important to get the right people hired, it is also taking time away from our clients being able to focus on the day to day of their functional roles. So what can organizations do to optimize their time spent recruiting?
Ensuring that you have the most optimized systems for recruiting is vital. An Internal candidate tracking system that keeps you and your team organized and efficient through the hiring process is a game changer. But even with good internal systems, reducing your time to hire metric is vital to the success of your recruitment process. This mean that you have to ensure that your outward, candidate facing process is streamlined and effective. Taking time to evaluate candidates is important but if your process is arduous and drawn out for a candidate, you are going to lose a lot of good talent. We have been able to provide fractional recruitment services to our clients that have not only saved on hours spent reviewing, scheduling and sourcing for candidates but we have also been able to implement or streamline current systems for optimized recruitment on both the client and candidate side. This has reduced not just the cost to hire, but also the time to hire metric that is so vital to the success of your recruiting strategy.
Solution: Streamlined systems & fractional services to reduce time and dollars spent
3) Struggle: Retaining staff
We have heard it over and over again the past couple years: We are in a candidate’s market. Not only are we faced with the Great Resignation, but many companies are using the process of passive candidate sourcing to try to pull your employees onto their team. Your top talent is being inundated weekly with messages and offers from your competitors. So, what can organizations do to keep their MVP’s?
As a company, we have conducted hundreds of exit interviews for a variety of clients in a myriad of industries and the top three reasons we hear employees are leaving are: no sense of purpose, lack of clear direction and responsibilities, and feeling undervalued. Putting processes in place that safeguard against these is vital to employee retention. We have seen the implementation of structured weekly team check ins create a clear sense of direction, outline responsibilities appropriately, and give a space for our client’s employees to feel valued and heard. Also, ensuring that your people understand their roles and responsibilities, so that appropriate expectation can be set, is incredibly important to providing clear direction for your employees. Ensuring that you have in place job descriptions, check ins, effective yearly and quarterly reviews and other resources such as these will aid in increasing your retention metrics.
Solution: Implement resources that create sense of value, direction and purpose.
While there is no magic fix to all of our sourcing woes, taking the time and resources to set up effective recruitment and retention processes will help you to not only get the right people in right seats, but keep them there. In turn, saving you, and your organization, wasted time, money and stress.
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