I’m not sure if you’ve noticed but the world is changing. And along with it, recruiting. But that doesn’t mean everyone is keeping up. In fact, there’s plenty of evidence to suggest that the recruiting process is still broken. And broke. But we got your fix.
I’ve read myriad articles on why the recruiting process is broken, from in-depth ebooks to diatribes on websites to 2,000 word blog posts. Most are good. Long…but good. But that’s not what this is. This is short and simple and to the point. And eye-opening.
You see, the recruiting process is broken. Like really badly. You didn’t hear it here first, I know. But what you will hear here first is that the reason it is broken is because we are having too few conversations with our candidates early on in the process.
Let me repeat. Too few conversations. Early in the process.
And the cost of not doing this is that really great candidates aren’t engaging with our companies at all.
Candidates want to engage with the companies that are willing to have conversations with them. That’s the hard truth.
Are you having the right conversations?
Now, I’m not talking about conversations like “where do I go to apply?”, “can you reset my password?”, or “do I need a cover letter?”, but meaningful conversations where two people exchange information about themselves and their organizations. I’d say it’s more like the type of conversation that I have with my friends when discussing the top 10 comedies of the 90s (it’s Groundhog Day, by the way) than the type of conversation I have when ordering a burrito bowl at Chipotle. Extra meat, please.
Here, let me explain further.
When I reflected on this blog post and the title of the blog post, I thought it interesting how the word ‘broken’ includes the word ‘broke.’ And ‘broke’ without the ‘n’ has a different meaning yet could still apply to the problem with the recruiting process.
Recruiters have traditionally sat in the driver’s seat when it came to recruiting. Company opens job. Lots of candidates apply. Lots of candidates try to impress company and recruiters. Recruiters have their pick at great talent.
The war for talent has reversed roles
Now, for some industries this still might ring true. But for many, finding great talent is becoming harder and harder. From healthcare to technology, recruiters are facing a situation where there are more open jobs than candidates themselves. Now the candidates are in the driver’s seat.
Yet many recruiters have refused to change the way they recruit. And doing nothing will inevitably lead to things getting worse.
That’s right, if a first date at the movies were analogous to how recruiters are starting these relationships with really great talent, recruiters are showing up without bringing their wallets.
They are showing up broke. And the reality is, they aren’t showing up at all. And that’s broken.
Another way to look at it is that recruiters are broke in the sense that they don’t have anything to provide candidates that are looking for a reason to continue a relationship with your organization. And what better way to provide value than through a conversation.
At one time, a recruiter’s job was only about assessing all the great talent that was coming in the door. But now the recruiter has also become the seller. Early in the process, in order to attract really great talent, the recruiter must sell the company, the people, the job. She must be able to talk culture and benefits and perks. Or give hiring managers a way to get involved in the process so they can talk culture and team and job. And convince the candidate that your company is the company they want to come work for.
I’ll continue with this theme by saying it’s time to break from the traditional way of recruiting and do things the way candidates expect: have conversations earlier in the process. You’re both human after all.
Okay, here’s some things to stop doing immediately if you truly are serious about evolving your recruiting process:
Stop automating everything. That’s broke.
Stop waiting until interviews and phone screens to have meaningful conversations. That’s broke.
Stop waiting for really great talent to come to you. That’s broke.
Start chatting with candidates who prefer to chat through a platform like Brazen’s chat event software. That’s the fix you’ve been looking for.
Still not sure what a chat event is? Check out our post on “what the heck is a chat event!”
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