From the Great Resignation to quiet quitting and career cushioning, recruiters have seen many trends shaping the professional landscape over the last year. Now, 2023 begins with nationwide talent shortages and the threat of a recession. But an unstable labor market is just another opportunity for recruiters to help pave the way for meaningful change.
There has never been a better time to think about goal setting. Even though the labor market is in its current state of upheaval and uncertainty, recruiters are in the interesting position of having the chance to grow professionally—and help their recruits do so—while figuring out how to navigate this new world. Setting clear professional goals is an important way for recruiters to improve and advance at this time.
It’s time to rise to the challenge by setting a plan and exceeding your recruitment goals. So let’s dive in with some powerful ideas to help you stay ahead of the curve and be the best recruiter possible. Take a look at these six recommendations you might want to incorporate into your professional goals for 2023.
1. I Will Stay Current with Technology.
According to the annual Recruiter Nation survey conducted by talent acquisition software company Jobvite, agility is the key factor in successful recruiting. To stay agile, you need to keep up with how technology is utilized in your field. More and more recruiters are using automation and artificial intelligence (AI) software to source, screen, schedule, and meet with candidates, and if you aren’t, you’ll get left behind.
At GoToro, our platform is powered by the most innovative and advanced technology, offering job-level distribution and optimization to an omnichannel advertising network. Our technology helps ensure that the recruitment function remains competitive and focused on its most important role – to sell the qualities of the job and company to the right candidate. Ensuring you have the right technology can significantly streamline the hiring process and give you a professional advantage.
2. I Will Respond to Applicants Quickly.
One point of frustration for job seekers is that the hiring process is often long and complex. But according to research by SHRM, organizations that work to shorten the process are most likely to enjoy a better brand reputation among potential candidates. In fact, HR professionals who say their company’s ratings on review websites are better than their competitors are more likely to say their organization is quick to respond to job applicants (87%) compared to HR professionals who work for organizations with the same or worse ratings than their competitors.
GoToro’s Account Managers always highlight to their clients the importance of reaching out to candidates as soon as possible. One way to help speed up the process is by evaluating how you reach out to candidates. At GoToro, we give our clients the ability to text candidates directly to help cut down the time it would typically take a recruiter to call someone who applies. So, as soon as candidates apply, they get an automated text from your recruiter. Your company wants a qualified hire as soon as possible, and candidates want to get hired as quickly as possible; make everyone happy and be as efficient as possible.
3. I Will Use Employer Branding to Attract Top Candidates.
There is a correlation between a strong employer brand and successful hiring strategies. Research shows that 75% of job seekers will investigate a company’s reputation before applying for a job, and 50% of job seekers refuse to work for a company with a bad reputation, even with a pay increase. Employer branding is also good for your bottom line: A strong employer brand can reduce the cost per hire by as much as 50%, but watch out because a negative reputation can cost a company as much as 10% per hire. In an internal survey conducted by our team, we found that 80% of candidates said researching a potential employer and reading their reviews is part of their job search process.
4. I Will Leverage Data to Improve The Hiring Process.
With the rise of AI and machine learning, more recruiters are streamlining and improving their processes. These technologies include applicant tracking systems and tools that use data analytics and machine learning to identify and prioritize the most qualified candidates. One benefit of data-driven recruitment is that it allows you to make more informed decisions about allocating resources. In addition, when you use data to identify the most effective strategies, you can be more efficient and successful in finding the best candidates. For example, at GoToro, we use years of internal data to optimize where our clients’ budgets are being spent. This way, we can produce a high volume of quality candidates most effectively.
5. I Will Engage in Passive Recruiting.
Passive recruitment refers to seeking out a candidate who is not actively searching for a new job. Instead, you’re reaching out to currently employed people who don’t necessarily want to switch roles. Attracting top candidates who exceed the position requirements is much easier when you engage in passive recruiting because passive candidates make up most of the workforce. There is also less competition for these workers since you may be the only person currently trying to offer them a new position. The good news is that most people are open to considering other options, so passive recruiting can work better than expected. In a survey conducted by Indeed, more than 75% of employees said they were approached by another company while already employed. Of those individuals, 99% said they would be open to accepting an interview invitation.
6. I Will Build a More Diverse Talent Pipeline.
According to research from Monster, 86% of job seekers believe that a company’s approach to diversity, equity, and inclusion (DEI) is essential when considering an employer. Hiring with DEI in mind starts with gathering data to understand what gaps currently exist in the organization. Then, devise a plan to fill those gaps. One idea is to broaden your talent pool by forming alliances with organizations dedicated to underrepresented groups. Another option is to leverage diverse channels to post job opportunities. In addition, make sure the language on all job postings is inclusive and represents the values of DEI. Finally, consider developing a recruiting panel embodying a wide range of ages, genders, and ethnicities to ensure that different perspectives and backgrounds are represented in decisions about talent pools.
How to Recruit Better in 2023
It’s time to compete on more than just compensation. Your company culture and the experience you provide is your differentiated asset. Given the tight labor market and shortage of talent with in-demand skills, recruiters must go above and beyond to give every candidate a stellar experience. It could mean the difference between a top performer joining your company or the competition.
At GoToro, we pride ourselves on being the smartest way to recruit and retain candidates. We were founded to make it easy and intuitive for recruitment professionals, digital marketers, and business leaders to recruit quality candidates. So, if you’re ready to achieve all the recruitment goals highlighted above, contact us today to see how we can help.