2024 Baker's Best - 12

TOP RPO PROVIDERS
Re-Recruitment: Retaining, Not Replacing Talent
Today's recruiters continue to face an uphill battle.
The shake-up in traditional working models and the
shift to hybrid work environments has resulted in more
opportunities for job seekers, but also higher levels of
turnover as employees pursue new roles that provide
better pay, benefits, and flexibility.
For recruiters, one method to help shrink the time it takes
to fill vacancies is re-recruiting employees. This approach
allows recruiters to look at their existing workforce and
match employees to relevant roles within the company
before recruiting externally. Employees benefit by
receiving additional learning and training opportunities
through reskilling and upskilling programs.
By looking internally, companies can save valuable time
and money in the hiring process by helping current
employees carve a new path in their career. Most
importantly, this provides an opportunity for recruiters
to help companies retain top talent.
Balancing Tech and Touch
When it comes time to look for external talent,
recruiters who use technologies such as artificial
intelligence (AI) and machine learning (ML) have a
huge advantage compared to those who haven't yet
leveraged these technologies. Sifting through internal
candidates can be a relatively manageable task,
given there's an exact number of people within an
organization who can easily be identified as qualified
for a role. However, with external candidates, the
volume of applicants and resumes can be unpredictable,
and technology can help in expediting the process.
When it comes to creating a meaningful experience
for candidates being recruited to a company, AI and
ML have emerged as disruptive technologies. They can
help recruiters process the administrative elements
of onboarding to create a faster, more effective
experience, and when done well, it can be engaging and
informative for the candidate.
When deploying tools like AI and ML, companies need
to balance the automated with the human touch.
This means, allowing technology to automate certain
repetitive tasks like resume scanning and candidate
sorting, freeing up recruiters to focus more on human
elements like understanding the candidate and what
motivates them. Finding a balance between the
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BAKER'S BEST 2024 - www.hrotoday.com
technical side of recruiting and the human side will
prove to be beneficial in bringing on new talent and
speeding up the process while still getting the human
touch needed today.
Personalization is Key
A bad experience can make or break new hire
onboarding. Candidates don't want to feel like their
resume was fed through an algorithm and evaluated
just on a quantitative level. If a candidate feels they
haven't been treated in a way that's personal to them,
it will only stall the hiring process or extend it by having
the candidate lose interest.
While technology can certainly help companies
expedite the onboarding process, it must not get
in the way of creating a personalized experience.
Individualizing each and every recruiting experience
allows companies to get ahead of questions by
potential candidates and shorten the time-to-hire by
giving them the clearest road map possible.
Expanding the Talent Pool
When addressing talent shortages and skills gaps,
companies can't afford to leave any stone unturned in
the recruiting process. According to a pre-COVID report
by Opportunity at Work and Accenture, 60% of the U.S.
workforce does not have a college degree but has the
skills for a high-wage job.
In the face of one of the tightest labor markets
ever, companies need to broaden how they evaluate
candidates by going beyond degrees and other
traditional requirements to attract and assess a more
diverse candidate pool. Companies should also invest
in skills-based training programs and certifications
to retain talent.
Today's talent pool will not wait for companies that
drag their feet in the recruiting process. Recruiters
can mitigate risks by continuously assessing their
approach toward deploying technology with a
customized and personalized approach to supporting
candidates, ultimately ensuring a company's talent
pool never runs dry.
Adele Lomax is global recruiting executive director
at BCG.
http://www.hrotoday.com
2024 Baker's Best

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