The work of a recruiter is anything but static, but too often the processes by which they’re expected to operate are exactly that. With markets constantly changing and candidates coming in and out of the pipeline, keeping up when faced with these constraints can sometimes feel like an exercise in futility.
But it doesn’t have to be that way. Enter ‘agile recruiting’. Let’s take a closer look at this innovative concept, along with how it can help you make better hires while enhancing the candidate experience.
About Agile Recruiting
If you work in or around the software industry, you may have heard the term “agile” before. Agile recruiting applies the same principles found in the Agile Manifesto to recruiting. In short, it’s all about making fast, quality hires with people — not processes — at the heart of every interaction.
Many recruiters are all too familiar with hiring-related red tape in the organizations they support. Unfortunately, following irrelevant protocols, dealing with unnecessary requirements, and other frustrating inefficiencies can not only lead to poor candidate experiences, but can also cost you the best and brightest talent — both now and in the future.
Agile recruiting offers an alluring response to this common problem by uniting the recruiter and the hiring manager / HoD to work collaboratively throughout the recruiting process. To identify the ideal candidate pool recruiters, need to ask lot of questions to gain an understanding of not just the technical skills but also the values, culture and processes of the hiring firm and to use that information to guide their recruiting strategy. Constant communication between the recruiter and hiring manager is the key to the agile recruiting process.
Agile recruiting also brings recruiters into an organization’s immediate sphere. The rationale for this? The more recruiters understand the culture and environment, the more likely they are to make a “spot-on” hire
This constant communication also allows both recruiters and the hiring managers to gain access to the latest information when they need it in order to take swift action (or corrective action) as issues and developments arise.
As part of agile recruiting, recruiters also need to have a constant dialogue with the candidates clarifying doubts, communicating feedback and advising timelines and next steps. Until there is a final decision there should be continuous communication among all involved in the hiring process.
So is agile recruiting right for you? Let’s look at it another way. Sure, you could follow traditional recruiting methods and hope that the owner of that awesome resume which just crossed your desk 30 minutes ago will still be available and interested by the time there’s movement on your end in two weeks or so. Or, you could adopt a flexible, scalable approach which lets you move more quickly in order to better satisfy the needs of both candidates and your organization alike.