When it comes to recruitment, candidate experience is the centre of the entire hiring process. How candidates perceive and engage with recruiters throughout the hiring process can decide the outcome. However, the hiring process is made up not only by the candidate experience. If you want a successful and engaging recruitment, you also need to pay attention to the recruiter experience.
We’ve seen a significant increase in recruiters’ stress during the height of the pandemic back in 2020 and it served as a catalyst for hiring professionals worldwide. The primary reasons recruiters burnout include a toxic work environment, broken or outdated practices, demanding talent competition, changing or misaligned goals, and lack of work flexibility.
In a recent study released by Workvivo, out of 520 HR professionals surveyed, 98% said they are burned out and 78% are open to resigning. (The study was conducted among professionals based in the US and the UK).
The recruiting function is evolving, and business leaders must rally behind their recruitment and talent acquisition teams. These professionals require more inclusive, innovative, and strategic support.
One of the top reasons recruiters leave their jobs is outdated recruitment methods and tools. Recruiters these days, no matter their background or level of experience, demand better technology to work with. Recruitment technology can be traced back to the early 1990s with the introduction of online job boards. Throughout the years, we’ve seen this technology expand into sourcing tools, data analytics, AI, chatbots, brand development, etc.
According to a 2022 Aptitude Research study, one in two recruiters would prefer a company with better recruitment technology. That means companies who aren’t embracing technology are at risk of losing their top recruiters, and subsequently, potential top employees.
The study also found that recruiters believe that the integration of AI technology will help them be more strategic in finding talent and building stronger relationships with candidates. However, the integration of any new technology appears to be the greatest frustration among recruiters. That is why it is important for leadership and IT to collaborate with recruiters and HR. With better technology, recruiters become better, faster, and most important of all, happier.
One big challenge Aptitude Research raised is the misalignment between recruiters and leadership when it comes to understanding the role of recruitment. This is nothing new. Companies are so caught up in improving their core expertise and operations that they unconsciously forget about one of the most important components of their organisation, recruitment.
There is still a clear gap between what leaders expect from recruiters and what recruiters actually deliver in terms of hiring speed and quality, recruiting acumen, candidate experience, employer branding, EVP, and more. To close that gap, recruitment must make its way to the boardroom just like HR did.
To better align leadership and recruitment, strong communication is necessary. Another way is for leadership to invest in the reskilling and upskilling of its recruiters. As per Jobvite’s 2021 Recruiter Nation Report, many recruiters are more than willing to invest in their own skills development. Out of all their respondents, 70% of recruiters are planning to learn more, earn certifications, and accomplish professional courses. If business leaders took it upon themselves to support their recruiters on these agendas, that would result in a stronger relationship.
Business leaders must take the time to sit down with their recruitment team and ask them about their challenges and from there, offer what they can do to help.
Recruitment is 99% rejection. To become a great recruiter, one must be able to provide value to candidates no matter the result of their job application. As a candidate, it can either be easy or hard to find value from job rejections. Philip Divilly, Managing Director of Quay Appointments, one of Will’s hero brands wrote, “There is strong value in job rejection. All you need is the right mindset to stay motivated and keep going.”
Of course, as a recruiter, what Phil said applies. Job candidates these days are mindful when it comes to asking for feedback from recruiters. They ask harder questions about company culture, career mobility, leadership training, mental health, and more. Answering these questions and helping candidates better understand them makes the hiring process a learning opportunity for you and them. Because you invested time, effort, and knowledge in your candidates, they take away something of value with them even if they’re unsuccessful in securing the job.
Remember, there is an opportunity to grow in every candidate you meet. As a recruiter, the ability to find value in rejection is a big step toward a healthy recruitment culture, which is a big step to healthy company culture.
This statement describes Will International (Will)’s commitment in partnership with its subsidiaries (‘hero brands’) to protecting data, ensuring individual privacy, and confidentiality of information.
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