If there’s one thing Tesla knows how to do, it’s think BIG. And their mindset is so contagious, it’s changing the way people choose cars.
So why, then, with the advent of smart recruiting technology, automated talent acquisition platforms and HR tech at its peak, are we still recruiting like it’s 2006? Can’t we apply the same innovative thinking to the hiring process? Isn’t it time?
In our latest Linkedin Live, Adway’s own Sara Dalsfelt, Senior Advisor of Digital Talent Acquisition, sat down with Glenn Martin, Talent Acquisition Project Manager, Podcast Host, and proud Radical Recruiter, to talk about the tough questions today’s TA professionals need to start asking themselves if they’re going to cruise into the efficient and modern world of recruiting.
In it for the info-packed summary? Keep reading.
Background Check: Glenn Martin
As a strategic and creative talent acquisition professional, Glenn is adept at delivering end-to-end recruitment projects while focusing on the continual improvement of the candidate experience. He is passionate about Diversity and Inclusion in all aspects of the recruitment process, and believes in the early adoption of technology (more on that below!) to deliver people-focused experiences and outcomes.
Glenn currently hosts the podcast “Never Mind the Job Spec,” where he sits down weekly with amazing guests to discuss their personal and career stories, so we can all reframe the notion of the “ideal” job specification. He’s also the TA Project Manager at Remitly, Advisor at ERIC, and Ambassador forIHR In-House Recruitment.
Long story short: Glenn is an authority on all things recruitment!
Own the Recruiting Space… and Drive it Like it’s a Tesla
When it comes to the recruiting process, it all starts with a baseline. Some companies stick with what works, staying firmly geared into their comfort zones, while others are willing to get progressive with the use of data-driven technologies and “sexier” candidate experiences. For the companies who choose to recruit on the cutting edge, a Tesla-like approach is what keeps them propelling forward.
At the other end of that spectrum, the “old-school-clunkers” of the recruitment world are still roadworthy, they fill a function, but they’re not in the business of creating a “buzz” with candidates.
For companies to move along the spectrum from diesel-engine to next-level, they must own the space they’re in and drive it like it’s a Tesla.
How Tech Benefits the TA Funnel
Over 60% of applicants are deterred from a poor candidate experience with a company. So, if you’re working with a prehistoric ATS that’s simply going through the motions, this can have a major impact on how you’re interacting with candidates.
As a recruiter, you have one chance to get things right with the right candidate, and if they have a poor tech experience, they’ll likely look somewhere else. In fact, the first 20% of your recruitment process provides 80% of your objectivity. Which is why it is crucial to know when and where technology will be beneficial, and when human interaction is exactly what is needed.
How Tech Can Hurt the TA Funnel
What?! That’s right. When tech isn’t used correctly, it can stall out the recruiting engine…
If you take a step back to look at the TA tech stack, you can fill it with everything from a simple ATS to ATS plus job boards, assessment tools, chatbots, screening tools and countless other options in between. But if you don’t know how it’s performing or what impact it’s having on the candidate experience, you have absolutely nothing worth measuring. In this case, technology has no benefit.
How to Make TA Tech Work For You
So, if there’s a right time and a right WAY to use tech in TA, how do smart recruiters use it to their advantage? Hint: it all starts with data!
Here’s a step-by-step breakdown:
Gather all the data points that matter to your business, i.e. source-of-hire, channel efficiency, applicant quality ratios, cost-per-hire, time-to-hire, etc. And start to measure what matters.
Take a look at your funnel and investigate how you can optimize it. The best way to do this is by experiencing it yourself! Take a test drive. Learn what it’s like to be behind the wheel as a candidate.
Solicit candidate feedback so you can learn what’s working and what isn’t working in their experience.
Also: it’s 2021. That means it’s time to stop cold sourcing candidates in the same old funnel, to let go of the million “must-have” requirements, and to measure candidate potential as early as possible.
How to Become an Early Adopter of TA Tech
There are two key ways to become an early TA tech adopter:
“Death by a thousand demos,” AKA try all the tech! Continually review new technology and say “yes” to any demos that come your way.
Be proactive. Start thinking about what you think will be useful for you as a recruiter to be successful and efficient on a daily basis, and find that product, tool or offering.
How to Foster an Inclusive Hiring Process
For starters: Diversity & Inclusion is not TA’s responsibility, but it helps the whole `organization when we lay out the groundwork:
Depending on the platforms and channels you’re using, you have the opportunity to tap into a very diverse candidate pool, especially when it comes to social media.
In terms of the interviewing process, it’s time to recognize whether it’s inclusive of gender diversity, neuro diversity, racial diversity, etc.
As far as partnering with the business itself, it’s important for TA to target the D&I vision and use recruitment to support it.
Be acutely aware of unconscious bias (easier said than done?), because it always has the capacity to undermine your organization’s D&I efforts.
Questions From The Audience
Ron Maïga, CIO & Co-Founder of Karo-Solutions Sweden
I have a question about “ageism” and talent: can we talk about talents after 40?
When you’re talking about the hiring process and the people who are tasked with it, we need to be considering Unconscious Bias Training. Not just one workshop or session, but an iterative process of continually educating and checking in with hiring managers and members of the recruitment team. This can help us look past issues like ageism. Also, if you design your recruitment funnel to work FOR you, you won’t be faced with this dilemma in the first place.
Glenn’s Top Two Takeaways
Measure what matters to your business. Whether it’s the candidate experience, the type of talent you’re attracting, etc., you need to measure what matters in that recruitment process to THEM, not to you. Don’t be scared of data, use it to enable and empower yourself as a recruiter.
Be curious! Continue to be inquisitive and passionate about your industry. It’s not about being tech-savvy, it’s about being tech-comfortable!
Modern Recruitment Requires Continuous Improvement
You want to upgrade your recruiting engine? Then it’s time to think more broadly. Recruitment marketingis about so much more than just over-posting on LinkedIn. It’s about measuring the quality of how your content is landing across every touchpoint and delivering a candidate experience that’s mint condition.
Modern recruiters don’t work in a vacuum, they’re continuously asking themselves how they can evolve. And it all starts with being curious and seeking out every single opportunity and trend the industry has to offer.
From there: it’s time to sit back and enjoy the ride!