How to Create an Endless Supply of Candidates for Every Open Job Position?

Ankur Tandon is a marketeer by Skill, Passion & Profession. Leads the team on content marketing & works like a lead catalyst in Marketing function. #GrowthHacking

In an ideal scenario, recruiters should always have a pool of applicants ready to be able to immediately fill any position that opens up, which is sadly far from the truth. In reality, most human resource professionals and recruiters are still stuck in decade old practices of constant follow-ups with candidates. The result? An insufficient number of resumes, limited options to fill a position, over dependency on external candidate resources, slow recruitment process and a huge sum of money spent to fill each vacancy.

Considering these factors, companies have started to practice a new strategy known as “proactive recruiting” to efficiently fulfill their recruitment needs. This approach involves creating a pool of potential candidates that would be a good fit for the openings in an organization, even before a job is posted. Building a talent pool is an efficient way for recruiters to make sure a constant flow of candidates is available, whenever needed. .

Companies who are changing their staffing strategies from reactive to proactive are investing in result-oriented recruitment solutions like Talentstream Engage (by CareerBuilder) to build their talent pools. This tool not just helps companies make their own talent pipeline but also helps them to stay ahead of their talent needs and competitors in the industry. The other amazing benefits that companies reap out of Talentstream Engage, include:

1. Career Site

The front-end of the Talentstream Engage is a highly efficient career website with an easy to join button for the candidates. As per a CareerBuilder survey, the primary reason of high candidate drop-off on a company’s career page is the lengthy resume submission process. In most companies, an average resume submission process includes multiple steps with at least 4-5 pages of fully fledged forms to be filled by the candidates which sometimes take a half hour to be completed. This even makes difficult to access the website via a tablet or mobile.

The career site offered by CareerBuilder enable candidates to sign up and drop their resume within 5 minutes and in just three simple steps. The fuss-free and easy to use mobile app further adds to its usability. The career site also provides information about the organization, upcoming events, announcements, currently open positions and aids in employer branding. The automatic alert feature of the career website further helps in candidate engagement.

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How to Create an Endless Supply of Candidates for Every Open Job Position?
Talentstream Engage – Career Site

Image Courtesy: werkenbijdeeu

2. Automatic Alerts to Tap the Passive Talent

Gone are the days when people used to stick to one job forever. It is observed that candidates nowadays start looking out for better jobs as soon as 6 months after joining a company. Around 60% of the total employees are willing or thinking about a job change even if they are not actively looking. The automatic alert feature of the Talentstream Engage actively helps in tapping this passive talent by sending them job alerts on a regular basis. This feature also engages those candidates who are interested in working for an organization but couldn’t find a job opening that would match their skills. Once a relevant job opening appears, the candidate gets notified immediately. The best part, it also notifies candidates for the positions that are a great match for them that they didn’t even know about, allowing them to apply for the job if they are willing to leave their current position.

 3. Look Up to the Past Candidates

Many companies consider those candidates that had previously reached the final rounds of the interview, for any new role they might fit into. The reason being, the candidate that has already shown interest in working with the company and was qualified enough to reach the final rounds, is ideal to bring on board without incurring any extra sourcing cost. Considering the points that a candidate didn’t get hired the last time, companies can decide to hire him/her for a similar or different role in future. They can also include the job seekers who previously applied for a job opening but weren’t the right fit then and the candidates that recruiters think may be the right fit for a position in future.

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4. Considering the Current Candidates

Just like there is potential for former applicants to fill any suitable role in an organization, recruiters can also leverage their existing candidate database for current and future job openings. By leaping into such kind of talent forecasting, recruiters can adequately fill any possible gaps in their talent planning strategy and make optimum usage of their talent pipeline. Existing employees who are looking for internal opportunities can also be great additions to a talent pipeline. Talentstream Engage offers various inbuilt features to flag and sort such candidates. Thus, helping to fill an open position quickly and cost-effectively.

 5. Proactive Recruiting

 It has been estimated that around 55% of the total job openings never get advertised on external platforms. So, how companies find candidates to fill such a huge number of open positions that they never advertise outside? The answer being, they dive into their own talent pools to find suitable candidates and also accept job applications of those candidates who applied through their career site. The talent pool and career website of Talentstream Engage helps companies ditch their decade old “post and pray” techniques and saves recruiters from doing numerous manual, time-consuming and redundant tasks to find the best-fit candidates. This proactive recruitment technique also helps companies cut their overall time and cost consumed on finding candidates to fill each position.

 6. Find Right Resume Fast

Today’s recruitment tools like Talentstream Recruit comes with in-built resume parsing functionality. Which means as soon as a resume gets uploaded, the system automatically sorts it on the basis of various keywords, before storing it into the database. Once a new job opening arises, the recruiters will be able to see all the matching resumes against that open position and can view, download or contact the candidate directly from there. Its semantic search functionality further helps recruiters, find the most suitable candidates faster. The options for mass mailing and forwarding the candidates are also available to further smoothen and augment the overall hiring process.

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7. Create a Community

 An organization’s career page or career website is a great place to create a community to fulfill all its talent needs. It offers a place to invite and engage current and past employees, recruiters, HR professionals and job seekers at one place. Talentstream Engage helps companies achieve not just that but more. Companies can share links of their social media channels on their career page or start job groups on LinkedIn or Facebook to create a community. An organization can also use its existing recruitment software to build an internal candidate network, which can be utilized whenever a need arises. Companies can share information and job listings, and encourage the members to share it with those in their own network that they feel would be interested or will be a great fit for the organization.

Ultimately, in order to build a vast and effective talent network that can meet their unending need of candidates, recruiters should change their traditional mindsets and be more adaptive to the changes. This way they will be able to reach a wider range of quality candidates and fill even the most critical positions in no time.

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