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Recruiting is more challenging than ever. Successfully filling positions and meeting the demand for talent in any organization requires a detailed understanding of the current job market, the generationally-defined quirks of the candidate pool, and the social and business cycles that affect where ideal candidates can be found.
The winter season compounds these factors, as recruiters have to consider impending budget expirations, low candidate engagement around the holidays, as well as hiring pressure from within the organization as many firms enter their busiest season.
During tight job markets like these, recruiters need to be smarter, faster and more resourceful than their counterparts. Talent intelligence streamlines a number of key recruiting tasks so that recruiters can find and secure the best candidates in the shortest time possible.
In our previous post, we discussed how passive sourcing is a key strategy when recession fears loom and candidates take a more conservative approach to their careers. The combination of low unemployment, unmotivated candidates and companies under pressure to fill jobs may seem to leave candidates holding all the cards. Recruiters need to pivot and focus their efforts on crafting job messages that make candidates feel like they’ve been handpicked for a great opportunity – if only they can find those candidates.
Key Fact: Creating a passive candidate list takes an average of 33 hours
The challenge of making a passive candidate feel hand-selected is the actual act of researching passive job candidates. A few years ago, LinkedIn offered a great back avenue to these candidates, who could be contacted directly through the platform and make to feel as though they were individually chosen. As the job market tightened and LinkedIn matured as a platform, however, candidates are now overwhelmed by messages from recruiters, many of whom take the “shotgun” approach and contact hundreds of candidates based on limited keywords or job titles.
Key Fact: Censia scans 500 million + sources to deliver ideal candidates
Intelligence technology outsmarts professional networks and looks at more than 2,000 professional sources, including networking sites, as well as alumni networks, conference websites, and more. Rather than playing guess at which candidates “may” be a good fit, the recruiter gets instant access to a shortlist of the candidates who are most likely to succeed in the role, based on a holistic search profile.
Another way recruiters use talent intelligence is by creating automatic keyword and skills clusters. Rather than assuming that every candidate is using the same keywords or that every job title means the same thing, talent intelligence finds affiliated words, skills, and titles, and creates a holistic search persona that sources candidates who match a pattern of successful career trajectories, and combines these into an ideal candidate model.
Recruiters can filter the resulting shortlist of highly qualified candidates by location and seniority in a matter of seconds. Automation technology handles the routine legwork of sourcing candidates and offers the breadth and depth of research simultaneously, all at incredible speeds.
The result: an instant shortlist of highly qualified candidates.
Talent intelligence instantly finds the best talent available for a role, and then allows recruiters to use the time they saved and the rich data found to create a meaningful, personal relationship with top candidates.
Key Fact: 75% of candidates never hear back from recruiters, leaving a bad impression
Will you need to tempt the top qualified candidates in the pool to move to a new city to accept a job with your firm? Add a nod in your outreach to the lifestyle benefits your firm’s locale has to offer. Is your open position an entry-level one? Consider the social dynamics Generation Z has been exposed to and what they might be looking for in a career.
Talent Intelligence is quickly becoming an invaluable asset for recruiters. Where once recruiters feared that technology would replace them, they now realize that it actually works in tandem to help them quickly and effectively search for talent in an increasingly generic and oversaturated talent pool, help them explore candidates using different terminology in their profiles, and freeing up time so recruiters can connect with candidates in a meaningful way.
Check out Censia’s CEO, Joanna Riley and Director of Data Products, John Zacharakis as they share key insights on how Censia is transforming the way that companies source talent and hire more qualified candidates.