We hope you were able to wrap up your year with some of the great info sessions and keynote speeches at Recruiter Nation Live. It was a day packed with TA professionals sharing lessons, stories, and wins from another challenging year recruiting in a tight labor market. Recruiters and leaders gathered virtually to hear about the latest trends and strategies in talent acquisition and how companies are winning the race for top talent with an agile recruiting strategy. If you weren’t able to join us, you can log in and see all of the content from the day! Looking for a quick recap? Here are our takeaways for TA professionals from Recruiter Nation Live.
5 Takeaways for recruiters from RNL
5. The basics of communication still matter to your candidates.
Today’s candidates are looking for better engagement from recruiters. They’re always connected to their smartphones, and most prefer to get texts from recruiters over emails or phone calls. It’s up to recruiters and TA teams to meet candidates where they are, especially with communication. In the Tools for Improving Candidate Communication Today session, Keirsten Greggs, Founder and CEO of TRAP Recruiter, LLC and Ashley Snider, Director of Talent Strategy at TMX Finance Family of Companies discussed the importance of communication in candidate engagement.
Candidate experience starts at the very first touchpoint and goes all the way through onboarding. A high-quality candidate experience is the key to hiring top talent in a tight market, and talent teams should utilize automation and AI tools to bridge the communication gap between candidates and hiring managers. Greggs shared that the most successful recruiters are the ones who are accountable to candidates in their communication. This means they aren’t ghosting candidates, are proactive in communicating updates, and solve the problems in their process to optimize candidate experience.
“It’s not how I (as a recruiter) want to communicate, … it’s coming to a shared, collaborative cadence on how we communicate and the way we do it”. – Keirsten Greggs
4. Create a supportive culture for underrepresented groups to drive DE&I in your organization.
We were happy to hear in the recent Recruiter Nation Report that 49% of recruiters reported that candidates are asking about a company’s DEI initiatives when interviewing. Leaders and recruiting teams alike are looking to continue the work of improving DEI in their organizations in 2022. The keynote speech Meet Your DEI Goals: Create Workplaces that Work for Women hosted by Jeanette Duffy, Chief Program Officer at Dress for Success Worldwide, dove into how recruiters can meet the needs of working women in the labor market.
Duffy shared that women are currently underrepresented in the labor market after the last two years of challenges and shifts. And it’s not a coincidence, either. Women feel a lack of support from their workplaces to navigate the tough reality of today or to develop professionally in their field. A lack of support from employers is sending employees packing in a Great Resignation, and it’s keeping women from searching for new jobs.
Recruiters who are committed to their DE&I goals need to help create a supportive environment where all employees feel safe to ask for flexibility and growth opportunities from employers. Help your employees grow through things like:
- Remote work flexibility – Top employers are offering hybrid and remote workplaces to their employees. Help build a supportive environment by offering remote work options.
- Employee resource groups – Employee groups can create a safe environment to provide feedback and seek support from colleagues.
- Create internal mobility goals for your organization – Creating an annual benchmark for middle management to promote or upskill their employees can ensure that employees gain opportunities for internal mobility.
3. Recruiters are searching for competency over experience in some roles.
In a tight market that’s short of qualified talent, many recruiters are having trouble finding candidates for roles that require certain soft skills or experience. Ginny Clarke, CEO of Ginny Clarke, LLC and former Director of Executive Search for Google, shared in the keynote session Identifying “Best Talent” in the New Age of Work some secrets to finding the “best talent” in the labor market.
One way to adapt to the shortage of top talent is to reconsider what’s really necessary for roles. Some candidates are eliminated from the hiring process if they don’t meet certain requirements, but often those requirements aren’t necessary for performing a job. Requirements like college degrees, years of experience, or criminal records can eliminate otherwise qualified candidates for a role. Many times, it can narrow your candidate pool almost immediately and get a less diverse group of applicants as a result. Instead, Clarke suggests looking for competencies in candidates rather than checklist items that aren’t required for the job.
“Competencies, to me, level the playing field”. – Ginny Clarke
2. Keep measuring and learning from your key metrics.
Recruiting in 2022 is going to be all about improving processes and the candidate experience. Agile recruiting allows for constant pivoting and adjusting to optimize the hiring process. The session Key Metrics and Reporting Strategies for the Agile Recruiter by Kimberly Jones, Senior Director, Enterprise Talent Strategy at the University of California, Irvine, and Ed Snook, People Partner at Google, discussed how agile recruiting teams use key metrics to improve processes.
Successful recruiting teams don’t just collect data, they analyze it and use it for process improvement. Documented processes and steps are key to an agile recruiting strategy, and metrics help to measure and improve them. Improving the candidate experience starts with measuring, analyzing, and improving the hiring process. Recruiting metrics like the number of added headcount requisitions or the number of new open positions added in a week, the number of filled positions in a week, and candidate source are a great place to start.
1. Your employer brand will be your most important recruiting tool in 2022.
It’s a term you’ve heard before (hopefully) and it’s not going anywhere next year. A strong employer brand is crucial to recruit top talent in a tight market. Recruiters are focusing on their employer brand with recruitment marketing efforts such as career sites, social media, and advertisements to show candidates why they would want to work at their company.
The 2021 Recruiter Nation Report found that an impressive 64% of recruiters expect their budgets to increase over the next 6-12 months. These dollars can be spent on things like automated tools and recruitment marketing activities like social media to promote your employer brand. Be sure to dedicate time and resources to improving your employer brand next year – you’ll be glad you did!
Is your recruiting ready for next year?
Thank you to all who joined us for this year’s Recruiter Nation Live: Amplify! Get prepared for recruiting in the new year with the 2022 TA Planning Kit. Be sure to rewatch any sessions from the virtual event here and subscribe to the Jobvite blog and resource library to stay up to date on the latest in talent acquisition.