In our first post of this series we talked about how we are starting to develop a divide between a processor-style recruiter and the modern recruiter. Today, we will talk about how COVID has flipped the job market, with a huge amount of candidates now fighting over a limited number of positions. To a processor-style recruiter this represents a mountain of work. To a modern recruiter this represents opportunity.
“Right now you are being offered the greatest chance to create a network of brand ambassadors,” explains Robert Mann, Enterprise Account Executive at Able. “If you simply respond to everyone who applies, you can begin to create a great candidate experience, which will subsequently create a network of brand ambassadors.”
“You need to be engaged and pick up that phone,” adds Cassandra King, Recruiting Manager at BlueWave Resource Partners. “One day for a recruiter can feel like 10 days for a person who has been out of work for a while. The ‘no update’ update has become incredibly important for us.”
With candidates more willing than ever to express their views on your firm via Google, Glassdoor, and other review platforms, failing to engage can see your reputation quickly nosedive. Measures like the ‘no update’ update are incredibly simple to put in place and automate, so there’s really no excuse.
The rewards for engaging with candidates are every bit as compelling as the consequences of not. Candidates are your biggest referral base, so building brand ambassadors grants you access to their extensive networks. Convert one candidate into an advocate, and you could potentially get in front of thousands of relevant eyes.
“COVID has presented a great opportunity for firms to step back and take a look at what their recruiting philosophy is,” says Tom Erb, President of Tallann Resources. “Is it simply about filling roles, or is it about placing candidates in the right types of roles?”
Going back to the processor recruiter vs the engaged recruiter, over the last six or seven months we've seen the average time on assignment cut in half. While lay-offs have no doubt affected this metric, they don’t fully explain such a dramatic shift. This shows that candidates haven’t been matched to positions particularly effectively during COVID, and are either leaving voluntarily, some due to the excessive fear of COVID in facilities, and others are being asked to.
Let’s break it down. If you have a goal of placing eight employees, it will take 30 candidate screenings in order to get 20 onboards to reach your goal. That means that only 27% of candidates that you screen make it to the job. Add to that the fact that the average redeployment rate in staffing is only 20%, and you’ve got room for serious improvement in the recruiter-candidate dynamic.
The next blog in this series will dive into how technology is changing the way recruiters work. See you on the flip side!