Recruitment planning for 2023
Having trouble sourcing the right talent for your vacancies? You’re not alone! Recruiters across the globe are finding it harder than ever to attract compatible candidates. Here we discuss the factors contributing to these challenges and give our top five tips for sourcing candidates in 2023.
Why is sourcing candidates so difficult?
There are a number of reasons why sourcing candidates is becoming increasingly difficult. These include…
1-?The increasing number of active vacancies
The job market is a hectic place; the?rise of remote working , combined with current economic/social factors, has vastly increased the number of vacancies available to candidates.
This has left recruiters competing for a fast-diminishing number of potential applicants, making it harder than ever to source truly compatible talent.
2- Candidates’ expectations have changed
Most candidates aren’t?just?looking for paid employment; they’re looking to work for a business that meets their personal and professional expectations.?
For employers, this means offering?new incentives and benefits ?that appeal to talent in your industry. If your company culture doesn’t weigh up against similar employers, you’ll have a hard time sourcing candidates for your vacancies.
3- Recruitment advertising is a competitive space
Gone are the days when newspaper job sections ruled recruitment advertising. Today, employers are able to reach candidates through a seemingly endless number of channels – both online and in the ‘real world’.?
While this certainly makes advertising vacancies easier, it can reduce their impact. Quite simply – if you’re able to reach a large number of candidates, so are your competitors!
5 Tips for sourcing candidates in 2023
Now we’ve established some of the challenges faced by recruiters when sourcing candidates, it’s time to look at the solutions. Here are our top 5 tips for attracting the right talent in 2023…
1- Know who you’re competing against
Like any form of campaign, recruiting requires companies to assess the competition to build the right outreach strategy. Identify which employers are your key competitors, and compare their recruiting strategy with your own to highlight any pitfalls or advantages.
Is there anything your competitors are doing that you could incorporate into?your?hiring strategy? Where are they advertising their roles, and how are they enticing candidates to choose?them?over any other employer?
2- Build an appealing employee value proposition (EVP)
Your?employee value proposition ?is your company’s unique selling point within the job market. It’s often the first thing that attracts candidates to your vacancies and encourages existing employees to stick with your business long-term.
Your EVP is the collection of incentives and benefits offered to employees in return for their hard work. This includes things like tangible/financial employment benefits, performance incentives, and your day-to-day workplace culture.
How does your EVP compare with similar employers in your sector? Are there any key benefits they’re offering that aren’t present in your own workplace? Use this, along with?quantitative employee feedback , to inform optimisations to your own EVP and benefits package.
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3- Diversify your online recruitment advertising strategy
Are you?advertising your vacancies ?in all the right places? Not sure? Then it’s likely that you’re missing out on a huge number of potential candidates.
Spread your hiring campaigns across a wide range of platforms – including industry-specific job boards, social media, and your company’s online careers channels.
Use a multi-poster to distribute standardised job ads across multiple platforms at once. This will reduce the level of admin for your recruitment team while ensuring maximum exposure for your brand and its opportunities.
4- Use ATS automations to identify your most compatible applicants
Sourcing candidates isn’t just about attracting applications – it’s about identifying the most compatible prospects from your pool of engaged talent. Unfortunately, screening applications is time-consuming, which often leads to employers missing out on their most valuable applicants.?
Luckily,?automations within your ATS ?can make screening applicants quicker and easier. Intelligent ‘recruiter scorecards’ are capable of filtering candidates by their unique skills, qualities, and qualifications.?
This allows you to identify compatible candidates almost instantly, rather than spending hours sorting through stacks of less suitable applications.
5- Engage compatible candidates quickly?
Time is of the essence when engaging compatible candidates. If you aren’t quick enough to respond to their application, you risk losing them to another opportunity.
Luckily, these?early-stage comms ?can be automated – ensuring each and every one of your applicants receives a timely, personalised response to their application.
This reduces the risk of early-stage applicant turnover, while increasing candidates’ exposure to your?employer brand ?from the very beginning. What’s more – SMS/email comms can be automated directly through your ATS, meaning every applicant who enters your system is contacted without fail!
Introducing…
Talos ATS: Recruitment just got easier!
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Talos ATS is the ultimate all-in-one recruitment solution – giving you access to all the best tools for attracting, managing, and recruiting new employees.
The intuitive advertising suite is built to make sourcing candidates easier, while the next-generation ATS ensures they remain engaged from application to onboarding.
Automate your hiring process
Talos ATS combines the very best of applicant tracking software with intuitive automations, virtual hiring tools, and recruitment advertising management. It even comes with a mobile-friendly, fully-branded online careers page!
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