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The Right Resources for Recruiting Success

The new year always brings a sense of opportunity and optimism – even amid a continued roller coaster of crises and changes. We can look at the future and guess what may come, but we don’t have much certainty when it comes down to it. 

That said, the right resources for recruiting success often don’t change.

The Resources That Stand the Test of Time

Through all that the world has experienced, the foundation of recruiting is still simple: connections and people. By focusing on the resources that support connections and people, your organization is set up for success regardless of the landscape.

Quality and Consistent Communication

Communication is one of, if not the biggest, needs in a successful recruiting relationship. Recruiters need effective communication from their hiring teams and candidates to do their job well.

When there are gaps in communication between you and the hiring team, you can bridge the gap by defining goals together and asking the right questions. When it comes to communicating with candidates, transparency is best. Tell them when they can expect to hear from you, and be clear about when you wish to hear from them.

Ask yourself: 

“How can I change our recruiting process to be more dedicated to communication?” 

“What makes a better email or better meeting?”

“How can I be more transparent about communication expectations?”

It may not transform everything right away, but communication is the foundation for relationships, and relationships are the foundation for recruiting, so it’s bound to support your goals.

Clean and Normalized Data

We’ve talked about clean data in the past here, here, and here. But it’s worth repeating: Automation, Artificial Intelligence, and Machine Learning cannot work effectively without clean and normalized data. And if you’re looking to add automation technology to your work process, you’re going to need clean data first.

In a recent review of over 62 million candidate records, we found that existing candidate data isn’t as thorough as it needs to be. For example, 51% of candidate records didn’t have a resume attached. But recruiting success relies on data-driven decisions.

If you’ve been holding off on correcting or cleaning your existing data, now is the time. If you want to dive deep into the role of data in automation, recruiting, and hiring decisions, give a listen to The Work Podcast hosted by Jeanne Achille and John Sumser. Shon Burton, our co-founder, sat down with them to look at the reality around data usage in recruiting.

Talent Intelligence

Ultimately, Talent Intelligence is more of a must-have than most people realize. It provides the ability to take disjointed and siloed talent data and gives you actionable insights and tactical steps to better utilize that data.

The best part of Talent Intelligence? It’s flexible to your goals. It can be utilized in any industry and can even help develop recruiters’ skills and increase their confidence when communicating with hiring managers.

Automation and Artificial Intelligence

So much of what recruiters are doing is manual and time-consuming. Implementing technology like automation and artificial intelligence shouldn’t be used to “replace” the recruiter role, but it should support recruiting success.

And if you have concerns about adding automation and AI to your tech stack, we should probably spoil something for you: you’re already using it. If you’re using Google to search, you’re using AI. If you’re using a tool to send emails after someone applies, you’re using automation.

As soon as you realize that the right technology can fit seamlessly into your work processes, it’ll become way less scary to implement them.

Social Media Management

Are you on Twitter? LinkedIn? Instagram?

So are your candidates!

Being active on social media can be an incredible way to grow your brand, connect with candidates, and understand what the hiring world is facing. You can create lists on Twitter of fellow Talent Acquisition industry members and follow LinkedIn publications. You can post about your open positions or simply use it as a place to network and grow your community.

Just remember: While you’re sometimes judging candidates on their social media profiles, they’re judging you. Avoid being cruel about any interactions with candidates, especially avoid naming people or sharing identifying information. 

Social media is a great place to share best practices, hopes for the future and be transparent about what the world is facing, but let’s not bully people.

Consistent Learning and Development

If there’s one takeaway from the past two years, it’s that flexibility and adaptability are the number one set of skills you can cultivate.

The way to cultivate them? Learning and development efforts.

L&D programs can help new recruiters get up to speed faster and help seasoned recruiters stay ahead of the curve and ready for whatever may come their way. By valuing growth efforts, recruiting teams can expect improved retention, more skilled recruiters, improved bottom-line results, and more.

Do remember that L&D work isn’t a one-size-fits-all system. Your team should define your goals and then set up their education plans to coordinate with those goals. Howard Schulz created an overview of learning and development for Masterclass here, an excellent overview to start with.

Recruiting Strategies with Dedicated Testing Plans

As you can see, we haven’t mentioned any particular strategy as the right one for recruiting success in 2022. That’s on purpose. The right approach will vary depending on your goals, company, team culture, and more. The one universal thing? You need to have one.

Alongside your strategy and goals, you need a plan to test them out. To create a good test, take a book out of marketing strategies and make sure you:

  • Test only one particular change at a time (i.e. Send outreach emails at two different times to test the send time of your outreach emails, but the content of the email stays the same across the test.)
  • Have a timeline when the test will be running
  • Metrics of what success looks like (i.e., Do you want the open rate to go up? The reply rate? Read time?)

Ultimately, dedicating your efforts to evergreen strategies for success will serve you better than following the trends.