It’s natural to be skeptical of the place of technology in the recruiting world. After all, how can an automated process replace the human touch — particularly in an era during which the candidate experience means so much? The short answer? Recruiting automation should not be considered a substitute for but instead a supplement to the immensely valuable personal component offered by recruiters.
Creating a sustainable talent acquisition pipeline doesn’t have to be a cumbersome task, but it needs to be well executed if it’s to be effective. As a talent acquisition professional, your job is to help create a sustainable pipeline within the organization and its future success has everything to do with its future leaders. However, you must ask how do we build a sustainable pipeline of internal talent so you don’t always have to hire from outside?
Experience? Check! Technical know-how? Check! Soft skills? Check! All of these things matter when it comes to assessing a candidate’s qualifications. But there’s one slightly more mercurial thing to consider when filling vacancies: is the candidate a cultural fit?
We spend a lot of time talking about what recruiters should be looking for when evaluating job applicants. However, as any hiring manager who has suffered through an egregiously bad hire will tell you, one oft-overlooked, equally important aspect of sourcing top talent involves not looking for indications that a candidate is right for the job, but instead looking for signs that a candidate is a poor fit.
Hiring managers are often so preoccupied with identifying the best and brightest candidates that they overlook terrific talent hiding in plain sight: their current employees.
Bad hires cost your company a lot in terms of money to morale. And while the occasional bad hire is unavoidable, it’s possible to minimize the mistakes and maximize good hires with the right approach.
While much of the hiring discussion today centers around the mobile movement, email still maintains a very important place in the recruiting sphere. But if you’re dealing with response rates which are less than ideal, you may be going about things the wrong way.