HRO Today May 2014 - 36

Talent Acquisition
Floersch explains that technology keeps everyone engaged.
It allows employees to see how their referrals are doing
in the hiring process. It also shows hiring managers a
comparison of employees and how many candidates they
have referred and how many have been hired. This all adds
up to your workforce helping to find strong candidates.
6. Mobilize. According to Simply Hired's Mobile Recruiting
Outlook report, 70 percent of job seekers look for jobs on
their mobile devices. But according to What Users Want
Most From Mobile Sites Today, a study for Google conducted
by Sterling Research and SmithGeiger, if users don't
experience a mobile friendly site they're five times more
likely to abandon the task they were intending to complete
altogether, and 79 percent of mobile searchers say they will
return to the search and look for an alternative. " You want a
candidate to very quickly and easily be able to use an app to
apply for a position or express interest in an opportunity, or
join a community that you're trying to foster, " says Roekle.
If employers want to take advantage of the exponential use
of mobile devices for job searching, mobilization of their
websites needs to be a top priority.
7. Change sourcing roles accordingly. In the past,
organizations had recruiters managing the recruitment
process end to end, Tipper explains. " They would manage
all aspects of filling a job from the point in time when the
role was authorized, all the way through to an offer being
made. " Now, successful organizations should consider having
a recruiting team with specific individuals maintaining a
designated role within the sourcing and recruitment process,
allowing for more efficiency.
8. Track data and analytics. " Understand where your
candidates are coming from, which candidates are staying
the longest, what defines a strong candidate or a strong
employee, and then leverage that data to replicate finding
those same sorts of people, " says Roekle. Employers don't
want or need to be wasting time and money on inefficient
sourcing methods, but it is impossible to take heed from
what methods are most useful if they are not tracking it.
9. Take advantage of candidate relationship management
(CRM) technology. Applicant tracking systems (ATS) have
been beneficial to the hiring and recruitment process
and will continue to fill that role. But with the seemingly
omnipresent desire to have a relationship with passive
candidates, there have become new needs that an ATS
cannot entirely fulfill. This void has been filled by CRM
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HRO TODAY MAGAZINE | MAY 2014
technology. " What ATSs don't do is allow you to start to
build relationships with candidates before the demand is
there, or before you're looking for them to apply for them
to apply for a job, " says Tipper. " What CRM tools, like
Avature, allow you to do is to start to build relationships
with candidates and communicate with them before the
job is live. So technology has played a significant part
in allowing us to manage and build relationships with
those candidate pools before we're actually taking a job
opportunity to them. "
The Competitive Market
All of the current sourcing strategies lead to more
competent and capable talent, yet at the same time
require a much more rigorous and multi-faceted approach.
Employers are required to exert effort of having a
relationship with talent early on, or else they will not even
be in the running for finding top talent when it comes time
to hire. Although it was more difficult to access candidates
in the past, the ease and possibilities of modern sourcing has
made today's market place more competitive than ever.
Companies must ensure they are implementing the new
techniques that have been designated above. They also can
employ a few additional competitive tactics to guarantee
they are covering their bases.
* Do a test run: Apply for an open position to make sure the
process is functional.
* Market the company and opportunities to candidates the
way products are marketed to consumers.
* Be innovative and take advantage of all potential sourcing
methods, small or large.
* Utilize employer branding.
* Think about all components of gaining and retaining
potential employees; quality not quantity.
The modernization of the hiring process has taken sourcing
to a new level. Although the new additions to the sourcing
realm may complicate the practice, they create more
valuable to the sourcing sphere. By taking advantage of
contemporary sourcing methods and staying competitive,
companies can ensure access to top talent globally.
HRO Today May 2014

Table of Contents for the Digital Edition of HRO Today May 2014
