Recruitment agencies, advertisements, resume databases, and events. These are the main variable budget items that drive talent acquisition. And the areas that recruiting organizations can optimize to get more of the right candidates and/or gain efficiencies with your recruiting dollars.
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Topics: hiring, cloud recruiting, Recruitment Marketing & Branding, candidate sourcing, talent management, Talent Trends, employer branding, recruiting trends, career sites, ATS, hr technology, candidate experience, Talemetry Product News
This post is by Jeff Waldman, founder of Stratify, a social HR solutions company, and SocialHRCamp, an experiential learning HR unconference that has run events in Canada, the United States, Singapore and Philippines.
You are looking for work and have come across one of those typical text-heavy and somewhat boring job postings. You dust off the cover letter and resume in preparation to take the plunge. You make the changes to your resume to better reflect where you are today in your career, and to maximize your relevancy to the vacancy in which you’re applying to.
You go online and venture to the career site. You find the position that you want to apply for and click the apply button. You are prompted to register with their database—you go back to your email and eagerly await the registration acceptance email. Ding ding, it arrives. Great, you click back to the application process and move forward. You then spend an hour filling out a comprehensive profile, including your name, career interests, education, key skills, job history, extracurricular activities, contact information and everything else under the sun. You then copy and paste your cover letter and resume into text boxes, which you then have to re-format so the words aren't scrambled. You are then prompted to respond to specific screening questions, provide a short essay on why you would like to apply, and answer a plethora of employment eligibility questions. Finally, you’re finished. You hit the apply button. Phew!
You’ve probably heard that recruiters hate reading resumes, or are too inundated with them for candidates to really stand out, but that’s not necessarily true. Recruiters hate looking at resumes of unqualified applicants. Any talent acquisition professional doing a search for a hard-to-fill role requiring direct sourcing will tell you that, in fact, finding the perfect resume – or its proximity – is one of the most thrilling parts of the job.
Problem is, it doesn’t happen very often. As far as most line recruiters are concerned, if you don’t look good on paper, you don’t look good for a job, no matter how good a job you’d actually do.
Hiring and firing can be costly. Some businesses have decided to incorporate pre-employment tests into their hiring process to filter candidates. Pre-employment knowledge tests are becoming more common as specific skill sets and specializations are now in high demand. Employers can use these kinds of tests to make sure the skills an applicant has listed are accurate and to ensure that, if hired, the individual is placed within the correct department where they can be the most successful.