For you to Think ‘Tools’ When Hiring, NOT ONLY ‘the Job Post’

Tools like Comparably’s new Career Matching platform are changing the focus.

It’s been a hardcore year for talent. ManpowerGroup’s 2016/2017 Talent Shortage survey discovered that 46 percent of U.S. employers surveyed reported having difficulty filling jobs — an all-time high since 2007.

And there’s more bad news. Among recruiters surveyed by Jobvite this season, 95 percent expected recruiting to be as or even more challenging in 2017.

How come recruiting so difficult? Because employers remain counting on traditional job ads, despite the fact that they’re no longer the ultimate way to find talent. The web job search has evolved through the years. While professionals are changing their ways of find jobs, many employers aren’t doing the same.

It’s time to start out thinking beyond the work post also to work to actively form connections with talent. Here’s why:

Professionals don’t want to just connect with jobs — they would like to connect with companies. In a survey of 7,700 millennials from 29 countries all over the world conducted by Deloitte, 56 percent said that they had ruled out doing work for an organization due to its values.

When buying new job, employees can look for companies that resonate with them and fit their work style. Employees want a host in which they feel safe. But most job posts concentrate on the work itself, not the business.

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Then there are tools like Comparably’s new Career Matching platform, which change the focus. Employees anonymously indicate which companies they would like to work for, rather than deciding on jobs. As employees give more info on the sort of employer they need, and employers indicate the types of candidates they’re thinking about, candidates and companies are matched.

That way, employers and employees could make connections predicated on their needs, not the needs of employment post.

Professionals recognize that relationships are the easiest way to get through the entranceway and land a chance. Actually, a 2015 survey conducted by the Talent Board discovered that 50 percent of candidates surveyed had had a previous relationship with employers.

What’s more, a 2016 survey conducted by SilkRoad discovered that while job-search engines result in the most job interviews, employee referrals result in the most hires.

Deciding on employment post is a go in the dark for some professionals — they know they have a larger potential for getting hired if they have a relationship with an employer or potential employer. Even though job posts generate candidates, relationships typically generate high-quality professionals.

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But job-seekers prefer to use to employers with whom they have a relationship for another reason — they need inside information. They would like to get yourself a sense of the culture, the individuals who work there and more. They would like to talk to somebody who actually works for the business, rather than reading another job ad.

Comparably’s platform allows candidates to accomplish that. When candidates and employers are matched and both want in working together, they are able to message one another through the platform. Candidates remain anonymous unless they choose to reveal their private information to an employer, this means they can begin to build relationships with potential employers without the commitment or pressure.

Simultaneously, Comparably’s anonymous nature can help tackle big industry issues like gender bias and diversity hiring.

There are countless job boards, websites and apps open to professionals. Candidates are doing their own research to find jobs, rather than relying heavily on job boards just how they used to. And social media play an enormous role.

Adecco’s 2015 Work Trends Study discovered that the likelihood of being contacted by a recruiter increases with the amount of social networks utilized by an applicant. So it’s no real surprise that 67 percent of job hunters surveyed in Jobvite’s 2016 Job Seeker Nation survey use Facebook to find jobs.

Social media may be the spot to find employers, do research about them and get hired. So, with all this cultural change, posting employment ad using one website isn’t likely to produce the same reach it once did. Employment post isn’t enough anymore. Employers have to be where their talent is, whether that’s on social media, within online professional communities or on other platforms.

While employees track the work market, many aren’t likely to jump at the first opportunity they find. In the end, the Jobvite survey discovered that 51 percent of workers surveyed were content with their current jobs but were available to new opportunities.

Which means these professionals are less inclined to be actively looking for and deciding on jobs. Instead, they are more casually networking and maintaining profiles on professional websites. They don’t wish to accomplish all of the work, and appreciate when employers get in touch with them.

Using Comparably’s platform, for instance, professionals can build profiles of their skills and experience and casually search for an employer who seems just like a good fit. Simultaneously, employers can touch base if they’re thinking about an applicant. Now, the hiring process is two-sided.

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Although the tool appears centered on the tech industry for the present time, it has huge implications for the direction where hiring is headed. It puts employees and employers on equal footing, empowering both with data to make the best decisions. This is actually the future of recruiting, and it’s time fo

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