A study from Jobvite, with 800 recruiters as participants, revealed that the majority of respondents (67 percent) said their biggest challenge in hiring is the lack of skilled, high-quality candidates.
“With more open jobs than people to fill them and the market at near full employment, recruiters are finding new ways to reach candidates where they are—whether that’s on Instagram or via text. They’re re-evaluating what success looks like, with quality hires and retention rates becoming a higher priority than time- and cost-per-hire.”, according to the same study.
This is when recruiters get creative using social media to reach out to candidates rather than traditional websites like job boards. The most used channel for recruitment efforts is LinkedIn— with 77% taking advantage — followed by Facebook with (63%). However, the number decreased in the last few years: for example in 2017, 92% of recruiters have used LinkedIn, compared to this year.
What about Instagram? Its popularity with job seekers has caused an increased use among recruiters — now, a quarter of recruiters are investing in recruiting efforts on Instagram, especially millennial recruiters (35%) and those working at technology companies (63%) — double the number than in 2017. Social media recruiting can save time and money by targeting people who are qualified for the position. Using social media when hiring, creates a better position to accommodate clients’ urgent requests.
Different generation needs
While the number of smartphones grows, mobile-optimized job adverts and career pages matter even more and become a factor when job seekers pursue an active search. Companies respond with digital marketing strategies, create content that is mobile-friendly, work with streamlined user experience, and shorten application processes, which all translates into extensive mobile-recruiting efforts. A study from the Aberdeen Group showed that 73 percent of millennials (18-34 age group) found their last position through a social media platform.
To use social media when hiring, in an effective way, you can do the following:
Use industry-specific hashtags to help identify top talent in the field.
Involve employees in the recruitment process but make sure you have a corporate social media policy beforehand.
Use video content. Video content on social media gets 1200% more shares than text and image content, and 87% of mobile traffic will be video by 2021
Connect with the Right People. Keep your profiles industry-specific and establish connections with industry leaders, experts in the field and people who have a niche specialization. This requires personalized messages and a lot of time and effort; however, chances grow to connect with potentially employable, experienced professionals.
There is a better way to recruiting. Reach out to us to learn more!
A recent report from Google on diversity in hiring states that hiring has increased among workforce segments such as women, Black+ and Latinx+ groups (The report uses the “plus system” because multiracial people are “plus-ed in” to each racial category they identify with). The hiring of women rose to 33.2% globally and to 34.9% in the U.S., Black+ and Latinx+ hires increased to 4.8% and 6.8%, respectively, in the U.S.
In 2018, global hires of women in the tech sector increased to 25.7%, continuing the positive trend we’ve seen since 2015. In this four-year period, the hiring of women in tech has increased from 22.1% to 25.7%. In the United States, hiring of women increased to 51.6%—”the single biggest year-over-year shift for any underrepresented group within this data set”. The proportion of women leadership hires decreased, according to the same report. In the United States, women leadership hires decreased to 26.0% and to 25.9% globally. Latinx+ leadership hires increased to 5.1%, while Black+ leadership hires decreased to 3.6%.
The first report from Google of its kind was released in 2014 and an updated version has been published every year since. Although there is a lot of progress to be made, Google’s commitment is to increase diversity in the tech industry. Many other tech companies are following its example: Ada Developers Academy (an intensive software developer training school for anyone who identifies as female; the program is tuition-free and targeted at those who have a strong passion for technology but no formal programming training), Other Machine Co. (its tech staff is split 50-50 between men and women), ZestFinance (two of the company’s 10 principles center on diversity). Senior Vice President Hiroshi Lockheimer at Google argues that diversity is a business solution.
Statistics say that 57% of recruiters have strategies to attract diverse candidates.
Diversity in hiring can make a difference in the long-term vision of a company, and among the benefits, we can name: multicultural employees bring a unique perspective to the workplace, competitive and healthy environment, learning opportunities and improved customer service.
What is YOUR approach towards diversity in hiring? Reach out to us to learn more!
Technology offers many helpful tools that recruiters can utilize. It can improve the recruiting process by making it more efficient, organized, and productive. Technology can also help recruiters stay up to date with the latest skills and trends in the recruiting world.
Helpful Websites for Sourcing
The many available websites that make recruiting more efficient give recruiters access to candidates and clients as well. LinkedIn offers a recruiting portal (fee) or free access for browsing current subscribers. Here, you can browse for potential candidates by searching for particular skills and education. You can also browse current job openings, and reach out to potential clients. Linkedin has become a great resource for employers to network with others and to help in their recruitment needs. The potential for LinkedIn — and other social networking sites — to play a major role in your employee recruiting strategy increases as more job seekers post their profiles each year.
Indeed and Glassdoor are some other helpful websites for recruiters. These sites are job boards where recruiters can access current job openings and potential candidates who are interested in a career change. By posting a job on these sites or researching candidates, recruiters improve efficiency and create awareness in the job market among candidates about their openings.
Indeed Resume hosts millions of resumes from job seekers across nearly any industry and location. Employers can quickly find candidates by entering a job title or skill and geographical area. You can narrow down results by criteria – such as years of experience, education level, and more. Also, by setting up a Resume Alert, you can receive daily emails with links to new resumes that match the criteria for the positions you’re looking to fill. (Recruiting Strategies)
Glassdoor has more than 64 Million monthly unique users looking for a job. Glassdoor claims “Using numerous customization options to create targeted search capabilities, you can reach candidates on and off-site by occupation, location (country, city, state) and on competitor pages. As well, you can support your diversity and inclusion initiatives with laser-like focused data.”
Assessment Software
By narrowing down skill sets, assessment software offers recruiters an avenue to improve candidate matching. Analyzing behavior, skills, and language assessments; allows recruiters to better match a candidate to a particular position. This saves time for recruiters, clients, and candidates. SourceMatch combines assessment software and candidate analysis for our clients. We develop 360-degree profiles for candidates that allow the Hiring Manager to have a deeper understanding of each candidate while saving them the time of having to browse or review hundreds of resumes.
Organization Software
There are quite a few ways to organize recruiting tasks and goals. Asana is a powerful tool for organizing your team’s workload as well as your own by projects, or simply individual tasks. You can assign tasks, deadlines, and comment on what needs to get accomplished in a very structured way that eliminates some of the conundrum of doing the same via email threads. Gmail is also a great tool to use for staying organized. You can set up reminders, invitations to meetings, and times that you will not be available for meetings. By far the ability to connect multiple software solutions creates the ability to integrate a clear workflow with specialized software for every step of the way.
Agave.com is a great option for recruiters. They offer free or low cost recruiting Customer Relationship Management software (CRM) or Applicant Tracking System (ATS), rich API support, nurture campaigns and follow-ups, transparent offers, detailed reports, scheduling, and candidate sourcing. Some of these features are automated saving time as well as keeping everyone in the process up to date with the status or action items.
Communication Software
Skype is a free tool to use for conferencing with teammates, clients, or candidates. You can stay connected to your team and update them with questions or answers, as needed. You can Skype to interview potential candidates for open roles, to see which one matches your clients’ needs. Customization can be added through a project or interest-based groups making it easy to unify specific topics/discussion as well as separate the top priority ones from non-urgent chats.
Zoom is also a popular option to use for conferencing. Zoom is popular for meetings, webinars, conferencing, and business IM. Some other popular options include Google Meet (conferencing app), Webex (web conferencing), Blue Jean (conferencing, online meetings), Join.me (conferencing, online meetings), or even Slack (team collaboration).
Intelligent and Automated Screening Software
Using AI to screen applicants is a powerful tool. AI can recognize keywords, skills, education, and background knowledge. Using this, AI “filters” potential candidates from the larger group of applicants. SourceMatch uses 360-degrees AI as well as holistic screening, to find the top talent.
Using AI to simplify and shorten the time it takes to process various sets of information can lead to significantly faster decision making. At SourceMatch, the speed on some of the automated stages of recruiting reduced lead time by 2-3 days. It starts with simple workflows that keep candidates updated as to where they are in the recruiting process, as well as to remind them via email and text messages of their next steps (i.e. provide additional information, take assessments, complete their application, etc.). This is especially helpful to keep candidates interested in a job they’ve applied for when they also have a job, and multiple other personal priorities The advanced workflow stages rely on Artificial Intelligence and Machine Learning to evaluate statements of interest and writing samples submitted by candidates.
Organizing Social Media Accounts
Buffer allows the user to create one post for multiple social media accounts. You can even set up a specific day and time to share the post. This is great for social media marketing and posting job openings.
Hootsuite also analyzes and executes social media data and marketing. You can pay for these services and choose the right plan for your needs.
In conclusion, technology improves the recruiting process in many ways and it helps recruiters be more efficient, productive, and organized. What are your top technology “go to’s” when it comes to recruiting?
The ‘skills gap’ is the phrase used to describe the difference between the skills that employers want, as shown by their job advertisements, and those that are available from professionals looking for a job. According to Glassdoor, the high needs jobs include: project manager, physician assistant, software engineer, marketing manager, nurse practitioner, business analyst, operations manager, occupational therapist, electrical engineer, and product manager.
The top reasons for the skills gap include: competition from other employers, candidates who do not have the needed experience, candidates who do not have the correct technical skills, low number of applicants, non-competitive benefits or salaries, and candidates who do not have the right soft skills (shrm.org).
To address the skills gap, companies will need both short and long term goals. There are many ways to help support business growth, while also addressing the skills gap seen within some sectors. To do this, businesses need to be prepared. SourceMatch helps businesses prepare for both the long and short term employee skills gap.
Long Term
Provide Career and Professional Growth
Companies can better prepare for the skills gap by providing career and professional growth options; to employees. Managers can set up discussions about opportunities for more education in high need areas, and learn from consulting companies such as SourceMatch, about the current skills trends. By doing this, you invest in your workforce and create career ladders for employees. SourceMatch stays up to date on the current high need skills, as well as how to educate your workforce in those areas.
Invest in Future Employees
Investing in future employees can mean a few things. Employers can reach out to high school students as well as college students, and share knowledge about your organization, industry and how they can best prepare to be a valuable professional. This will create an interest for students to possibly invest in the skills needed for your company. To do this, SourceMatch can help, by offering our consulting and recruiting services. Sharing knowledge of your company’s needs and wants, better prepares the future employees, as well as your company. Your company can get a better grasp of the future workforce as well.
Provide the Cost of Education
Companies are also offering to cover some or all of the cost of education for their employees. According to Forbes, Many companies like Starbucks, Walmart, Chipotle, and Disney offer tuition assistance for employees. This boosts employee retention and morale, as employees can “grow” with their company.
Short Term
Refer to Outsourcing
For immediate hiring needs, SourceMatch offers assistance to companies looking to fill their skills gap. We specialize in finding and retaining the right talent. Outsourcing recruiting, allows for an immediate request to be filled, as we do the legwork in regards to finding the right candidates for the open roles. Because we specialize in consulting and recruiting, your company is enabled to be efficient at using valuable resources and funds, as we use our validated Engaged Recruiting model to find and fill in those skill gaps.
Utilize Recruiting and Consulting Services
To utilize recruiting and consulting services, companies reach out for qualified support. SourceMatch specializes in filling the skills gap for companies. Using our services, companies save time and money training or retaining “high needs” positions. In the short term, companies who use our services, are able to fill in their skills gap. Recruiting and consulting companies can reach out to untapped sources of talent, that many companies are not even aware of.
The Evolution of Technology
How to Keep Up
The digital skills gap is costing the US economy roughly $1 trillion in lost productivity – Entrepreneur. To keep up in the new age of IT, companies can utilize recruiting organizations; to fill their skills gap. Because technology changes so quickly, the workforce can lag a bit behind. This makes it so valuable for companies to stay ahead of the gap. By planning and using SourceMatch’s consulting services, companies are better prepared for future IT skills gaps.
Training the Workforce to Evolve
Many companies also offer paid training and certificate courses, for employees to learn and grow. This is a faster-paced solution to that individual skill gap. By doing this, employers and employees can keep up with the current high needs skills.
Faster Learning Opportunities (Rather Than Traditional 4 Year Degrees)
Some of the top-paying certificates take less time to earn than a traditional 4-year degree. These certificates may need a certain level of experience or hours, though. Some top paying certificates include: Google Cloud Architect, PMP, ScrumMaster, AWS Architect and Developer, MCSE, ITIL, CISM, CRISC, CISSP, CEH, Citrix Associate, CompTIA, and Cisco (CCNP). By gaining a base level of knowledge and then gaining a certificate, employees and employers can bridge both blue-collar and white-collar skills gaps.
The Case for Creativity in the Workplace
To keep up with the skills gap, many companies are turning to creative time in the workplace. This allows employees to “think and plan” and develop solutions to current skills needs. By allowing creativity in the early years of employment, professionals gain a way to be “forward thinkers” allowing them to innovate and create solutions for the future. Some companies also rotate managers, to allow for new, fresh ideas in the workplace. By switching things up, companies can evolve and entertain the skills gap, rather than be forced into it.
By being prepared for both the long and short term, future and present skills gap, companies can save time and money. Using creativity, planning, outsourcing, and education, companies can overcome the skills gap and create a veritable, efficient workforce.
Reach out to us to see how we can bridge the skill gap together.
Why is onboarding important in the hiring process? Because quoting Shane Metcalf – the Co-Founder and Chief Culture Officer of 15Five – “Onboarding is a process that helps new employees shift from being outsiders to insiders of an organization.”
Statistics say that the first 3 months are when new hires are particularly susceptible to turnover and the cost of employee turnover can cost up to ½ – 5x an employee’s salary.
How do we then make sure we’re on the right track?
1. Meet your employees beyond the resume
Within the first week, make sure you set up a one-on-one meeting, that could be the most important connection for the new employee.
Numbers say that employees who engage internally intend to stay at a rate that’s 8% higher on our intent-to-stay measure.
2. Show “how things work around” and give a team-led tour
Things like how to navigate in the building, where to get coffee from (or other resources), get familiar with the key areas of the surroundings, and very important – the workplace “language” can help them feel more acclimated. When the team is involved in a colleague’s onboarding, it brings them all together and chances are higher that you can create office friendships and influence your employees happier.
Statistics say that with friends at work, employees are 47 percent more likely to love their companies.
3. Offer continuous training and support
Helping new employees assimilate doesn’t stop after the 2 weeks of training. Make sure you check at key intervals how they stand, that they have everything sorted it out and that they fully understand what the business is about, its reason for being and values.
Don’t expect he rocks the show from the first month, statistics say that It typically takes eight months for a newly hired employee to reach full productivity.
4. Involve the leadership team
Break the ice with the superiors! New employees are curious to meet the executives, especially with those they will be interacting in their routine. It is a good practice, as numbers say that 77% of executive managers ensure they meet with new recruits.
5. Get feedback
The direction of on-boarding new employees may require adjustments that are based on feedback from them.
In a survey conducted by BambooHR, 53 percent of respondents who quit jobs within the first six months said “review and feedback of early contributions” is one of the most important things a new employee needs to get up to speed and begin contributing quickly.
And one to conclude with, the last but the most important: Company and team vision and values
If you want them to commit to your mission, vision and core values, show them what they are.
An estimated 50% of new employees don’t understand their company’s mission and values after 90 days.
What other successful onboarding practices are you using? Leave us a comment below.
There are many benefits for companies that decide to outsource recruitment services. As companies have various talents and services, they may need support in areas that could be lacking. For example, an IT company may outsource their hiring needs to a Recruiting Company, such as SourceMatch. This allows the IT company to focus on its service, while Sourcematch, focuses on supporting the company’s needs to hire the right talent. Or a retail company new to online ordering may need to outsource delivery options, web support, and web design services. When it comes to outsourcing recruitment, there are many other benefits to it. These include: experience level in regards to services, saving time, reducing costs, employment branding, sourcing and retaining talent, and the various functions required as time and demands change. However, more than anything else, engaging in a recruitment partnership enables you to have access to processes, resources and validated best practices that have taken significant efforts to reach a level of expertise that is recognized in the market.
Experience Level
Outsourcing is one way for a company to access a veritable wealth of expertise in an unfamiliar subject area. Many established companies, startups, and even reorganized companies utilize the resources of outsourcing recruitment. They realize that allowing fellow professionals to assist in an unfamiliar area is vital to the growth of the company. The experience level of the company in regards to the level of need is a factor in deciding which recruiting company to use. SourceMatch has over 25 years of professional recruiting experience, and has coined the term “Engaged Recruiting”. We assist established companies, start-ups, or those in need of reorganization. SourceMatch utilizes state-of-the-art technologies, metrics, recruiting, consulting, holistic assessments, and especially a “stay human” approach to improve our clients’ organizations, coming in stark contrast to the traditional recruitment agencies or veritable “resume shops.”
Emphasis on Return-on-Investment (ROI)
Saving money is very important to our clients, and what is even more important is that we increase the effectiveness by treating each hiring decision as an investment decision. Businesses that save money can focus on expansion, employee raises, and boosting morale. SourceMatch saves its clients money, time, and energy that would otherwise be expended finding and reviewing hundreds of resumes, filling back position because a candidate didn’t make it through the first months of employment, or simply employees that should not have been hired in the first place. It’s our observation that it costs a company between 2 to 6 times a particular job’s annual salary to replace employees due to turnover with factors such as: time invested in searching, interviewing, and onboarding a new hire (across all involved stakeholders), lack of productivity, or cost of lost opportunity. SourceMatch stays ahead of the market trends to avoid the risks that such a hiring decision can bring, allowing our clients to focus on their particular business, rather than spending more time and money learning a new skill.
Access Wisely Combined Recruiting Resources
At SourceMatch, we thrive at searching for and retaining the top talent for our clients. We have access to a plethora of recruiting tools and assessments that we carefully choose and combine into individual solutions for each organization’s needs. These assessments include behavior profiles, skills, and language knowledge. We adjust assessments based on historical data of successful hires and ineffective hiring decisions.
Tap Into a Well of Validated Expertise
As companies decide to outsource recruitment services, they discover that using a specialist delivers what is needed to excel at hiring. Consulting or recruiting services offer organizations the benefit of having an outside approach to problem-solving. SourceMatch has years of experience in consulting and providing recruitment services with which to serve our clients. Their growth and confidence in the employees demonstrate how beneficial outsourcing recruitment can be. With a constant concern for improvement, a partner such as SourceMatch will persist in updating, upgrading and innovating on the client organization’s behalf. It’s part of our core DNA knowing that change is also constant across the global talent demand and availability.
Top Talent Will only Respond to Top Recruitment Practices
Many companies provide a specific service: web design, software programming, and IT services are just a few examples. Finding and retaining top talent, not just any talent is a necessity for those businesses that want to thrive. Outsourcing recruitment allows companies to focus on their organization, while SourceMatch focuses on finding the best fit for their open positions. While most recruiting agencies rely on a “hit-and-run” approach, SourceMatch invests time with each of its clients to truly understand their vision, values, and objectives. By doing so, it allows the hiring managers to dive deep into what truly motivated them to create a job opening in the first place, which most often ties into the organizational culture and growth strategy. This approach is essential to attract top talent, who are especially interested in how they can personally contribute to a company’s innovation and long-term plans.
Retention Starts with Intelligent Recruiting
To retain talent, companies need to know the workforce. Many companies are skilled in certain areas but do not fully understand what is going on in the current workforce. At SourceMatch, we specifically study and utilize how data and trends affect the talent pool, so that our clients have actionable market intelligence. Although retention is the subject of many post-hire efforts, it is a key component to consider when searching for and interviewing candidates. Painting a clear picture of an organization’s culture, vision, mission, values and especially the unwritten expectations before prospective candidates is one of the best ways to avoid a misalignment of expectations once hired. That misalignment is what causes the first slips of motivation for new hires when the true faces of the manager, their new team and sometimes job responsibilities creep in after a few months on the job.
Flexibility is Key in an Ultra-Competitive Global Market
By consulting with SourceMatch, companies that have discovered new growth opportunities to learn can save costs during a restructure or reorganization. Having an outside view can also allow for new insights, new plans for areas of growth and effectiveness of investments. For example, department store retailers that used outside consultants were given plans and ideas for ways to change with the times. They successfully maneuvered through the online market, and have now expanded their profit margins. Other stores did not reach out for support, and we now see them closing their doors.
Candidates Can have an Amazing Recruiting Experience
That’s applicable whether you hire them or not. Allowing a recruiting partner to come up with a fresh perspective opens up more benefits for not only your organization but your prospective candidates as well. From an outsider’s perspective, companies can learn candidate experience analysis and improvement practices. Is your organization candidate-oriented and willing to change in a global market where the Skills Gap affects more and more companies? Have you had a consultation with SourceMatch to check your candidate focus and areas for growth? We would be happy to assist in helping your company to reach higher profits and be ultra-competitive in a global economy driven by one key resource: the best talent.
The benefit of Outsourcing Recruiting Services
As you can see, there are many benefits for an organization that chooses to outsource recruiting. Experience, reduction in costs, access to resources, branding, sourcing and retaining top talent, reorganizing, and improving functions are just some of the benefits you can gain when SourceMatch provides your recruiting outsourcing services.
With the addition of advanced technologies like machine learning, advanced programming, and distributed data analytics, recruiters are ready to broadcast job openings to more places. We see the development of technologies that allows us to provide a platform for candidates to engage with companies and their recruiting processes.
That’s why it’s important for recruiting professionals to adopt cutting edge technology so that they won’t have to resort to outdated technology when learning how to use it.
Technology will play a larger role in our companies hiring process this year, and here a few reasons why: Since last year, passive recruiting became the top priority source in every hiring organization (35% up compared to last year). In fact, to save time, over 42% of recruiters are turning to intelligent tools that process all data info for them and the other 46% don’t have enough data to make smarter decisions in their hiring process. On average, recruiters can actively source for 64% of the open roles in their organization. Hence, why we see companies seek out additional recruiters to help out with that growing number of unfilled/hard to fill positions. For smaller businesses, recruiters are currently seeking candidates with more experience and with a greater level of skill than their average employee. However, 20% are actively sourcing for all open roles in their organization.
The preferred outreach method
Since 2018, emails continue to be the preferred method to reach out to candidates (up to 38%, followed by phone/text 33%) and LinkedIn inMails (13%) had a significant decrease since last year.
Your employer brand is influenced by diversity in the workplace, which is not only a value but a core factor that positively contributes to the quality of work if proper attention is given to it. The number of opportunities for hiring talent is growing with a staggering 80% of new hires done to improve diversity in the workplace. But even more compelling, a growing number of organizations are also leveraging hiring automation, finding solutions to the hiring pipeline needs for diversity, inclusion and equity training (AOC), and the integration of workforce management (WFM).
Where is recruiting automation most useful?
In order to stay competitive, recruiters must dedicate an increasing amount of their day to sourcing. This year, 22% of talent organizations will increase their spend in recruiting automation tools (up 30% YoY), creating better and more relevant results. To ensure there’s a fit between jobs and candidates, recruiters need to understand how automation works, why it will impact their jobs and how to adapt to the changing landscape of data collection and decision-making processes. As for some job seekers, automation is a straight path to a less-stressful process after using grueling application processes and assessments. For others, automation for long-term planning means a fresh start.
Talk to SourceMatch to find out how we leverage technology to make your recruiting process better, faster and easier!
Here’s a look at the habits of successful recruiters, in a time when the war for talent has become a reality for most organizations.
1. Keep Your Confidence and Persistence
Recruiting has its highs and lows. Staying confident and persistent can help you when things seem to slow down. It’s important to remember that a “no” now, could turn into a “yes” later. Don’t get discouraged, just shake it off and keep going with a smile. It’s not about you, it’s about a million other things that could be going on with your future client or candidate. Maybe there are personal things that put them in a bad mood. Maybe the workload is very busy right now. Keep calm, confident, and persistent, and you may have a future client or candidate. It’s important to check back, even if they said “no,” because time can change a lot.
2. Stay Proactive and Positive
In recruiting, you will need to do your research to stay proactive and be successful in the long-term game. What big changes have occurred in the recruiting world? The economy? Your clients’ businesses? By discussing and researching current trends, you can stay up to date with any changes. Staying positive despite the ongoing change demonstrates your ability to maneuver through obstacles, which will make you look great to potential clients. A smile and a positive attitude will go a long way!
3. Organizing Your Recruiting
It’s very beneficial to organize your contact list of clients and candidates. Using Excel or Google sheets is a good start. There are also specific sites that allow you to sign up for an account which will keep track of that data for you. For instance, when you send an email, some applicant tracking or customer relationship management systems keep track of who and when you sent it, allowing that legwork to be taken care of. It can remind you to follow up with potential clients or potential candidates. Do you use Google calendar or Calendly? Those are a few ways to keep track of meetings and appointments. There are numerous sites or software applications that can help you stay organized. In recruiting, it’s important to stay professional and organized with your time.
4. Knowledge of Clients and Candidates (and their needs)
Are you up to date with your clients and the current candidate pool? Staying up to date with your clients’ needs means keeping in contact with them, checking in on a regular basis, and finding out about any new workplace cultural norms. Have they adopted any new norms or are there any issues with employee retention? How can we help our clients solve those problems (if any)? Offering to listen to your clients’ needs shows that you respect and care about their business. Staying up to date with the current candidate pool means knowing what candidates are demanding in regard to the workplace and pay. How competitive are their skills in regards to the pay they are looking for?
5. Consistency of Building Relationships and Referrals
Building and adding clients to your base helps your company’s recruiting service. By constantly looking for potential clients and referrals, you create future clients and more revenue. It’s important to make time for relationship building. Have you reached out to new clients and offered to take them coffee or out to lunch? What about your current clients? It doesn’t hurt to take them out or send a nice gift to the staff. Those small gestures pay off big time when they share your business as a referral.
6. Communication, Empathy and Listening Skills
Being able to actively converse and listen during a conversation, is a great skill to hone. By asking questions and listening to your client, you build a relationship. It’s known that people who are interested in others create a bond and relationship by allowing the other to share information. People feel connected to others, the more they are allowed to talk about things that relate to them. Actively listening empathetically, is actually a skill that will benefit your relationships. Rather than just glaring over when someone is talking; smile, nod, and show interest. Let the other person finish his or her thought or say “excuse me” if you need a turn to speak. You can add to what the other person has said and show that you listened, as well. This makes the other person feel cared for and important.
7. Current Trends / Technology
Staying up to date with the current recruiting trends and technology will boost your know-how and relevance. What AI is available and what can it do to help with recruiting? What about the current recruiting trends? Which companies are struggling to find employees and what jobs are hot right now, and need to be filled asap? What are candidates looking for and what are companies looking for? LinkedIn is a great resource for learning about current trends with both businesses and candidates. Other popular recruiting resources are listed here. Recruiting is an ever-evolving process, so it’s important to stay in the loop! The SourceMatch team regularly publishes blog posts, opinions, and curated content to save you the trouble of having to look for the best sources on the internet.
Being a successful recruiter can require a lot of know-how and practice. By keeping your confidence and persistence, staying proactive and positive, organizing your recruiting, having knowledge of clients and candidates (and their needs), staying consistent with building relationships and referrals, developing communication, empathy and listening skills, and keeping up with current trends/technology, you will build a successful recruiting career.
We gathered 10 recruiting statistics to shed some light on the skills gap reality:
1. 80% of Americans agree there is a skills gap, and 35% say it affects them personally 2. Unfilled jobs cost the United States’ economy $160 billion a year 3. 81% of employers said prospective employees lack critical thinking and analytical reasoning skills 4. 75% of employers think graduates lack adequate innovation and diversity skills 5. 90 percent of hiring managers stated it’s difficult to find and hire the right tech talent and 83 percent said the shortage of tech talent is slowing company revenue growth 6. Job seekers’ resumes only match 59 percent of hard skills and 62 percent of soft skills in job ads 7. White-collar job seekers match hard skills 184 percent better and soft skills 42 percent better than blue-collar workers 8. 72% of respondents think skills needed for their jobs will change, and 73% say they’ve already had to gain additional skills to do their jobs 9. 80% of those who said the skills for their jobs will change also said they’d quit if their employers didn’t offer the requisite training 10. 41% of employers are set to focus their reskilling provision on high-performing employees while a much smaller proportion of 33% stated that they would prioritize at-risk employees in roles expected to be most affected by technological disruption. In other words, those most in need of reskilling and upskilling are least likely to receive such training.
According to Acara Solutions 2019 Staffing report, the main reason companies choose a Strategic Staffing Partner is because they find higher quality talent (voted by the majority of respondents).
What do the numbers say?
The US staffing industry is predicted to grow 4% in 2019, reaching a record $153.5 billion in revenue, according to the “US Staffing Industry Forecast” from Staffing Industry Analysts. Temporary staffing, excluding place and search, is set to grow 3% this year, reaching a record $132.0 billion.
Growth will vary by segment, according to SIA: Marketing/creative temporary staffing revenue and education temporary staffing revenue are expected to grow by 7% each this year. The only segment where decline is expected is at the Office/clerical temporary staffing revenue with 1% in 2019. How about 2020? US staffing industry expected to grow with 3% and reach $157.8 billion next year.
What is the biggest advantage top talent provides? A recent McKinsey statistics say that companies experience a boost of productivity from high performers, to be more exact, they are 400% more productive than average professionals.
Organizations often find themselves in a loop while trying to hire and retain the best talent. Partnering with a recruiting company like SourceMatch, gives them access to talent with a 360-degree view of the candidate, after putting them through assessments that reveal types of personality, culture fit, and other characteristics, according to the position’s needs. Our role is to consult you as to the practices that suit your recruiting process best! It is essential in the development of a firm – and that is why many of them choose to partner – to expand and consider the idea of collaborating and trusting recruiting companies to find the right and best talent by following a process like the one SourceMatch has in place.
Have you chosen a strategic partner for your organization, yet? Connect with the SourceMatch team now!
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