Recruiting Short Staffed

Recruiting Short Staffed

In today’s job market, there is a significant talent shortage, and many companies are finding it challenging to recruit the right candidates. This issue is further compounded by the fact that most recruiting teams are understaffed, making finding and hiring qualified candidates even more difficult.

To put it into perspective, imagine if your customer service team were taking 3-4 weeks to follow up with customers. You would quickly realize that you need more customer service representatives to handle the increasing workload. You might even consider bringing in an outsourced call center to help manage the influx of customer inquiries.

Similarly, if your sales team was taking two weeks to follow up on a lead, you would likely hire more BDRs and sales reps to help speed up the sales process. In some cases, you might even consider outsourcing your sales efforts to an agency.

Given the urgency of these situations, it’s essential to look at recruiting emergencies in the same way. Companies need to take swift action to address their talent needs and ensure that they have the resources and support necessary to find and attract top candidates in today’s competitive job market.

If you can’t help being short-staffed, then you still don’t have to settle for 1-2 week turnaround times. With a communications hub like PivotCX your recruiters can be engaging with 3x the number of candidates as before. Make sure your recruiters have the right tools, and they’ll be able to meet their goals. 

5 Ways PivotCX Improves Recruiter Productivity

5 Ways PivotCX Improves Recruiter Productivity

Recruiting is a challenging task that requires a lot of time and effort to find the right candidates for a position. Recruiters often struggle with managing their workload and meeting the hiring targets on time. In this blog post, we will discuss five ways to improve recruiter productivity and streamline the hiring process.

1. Measure Response Time

Response time is a critical factor in candidate experience, and it can significantly impact the hiring process. Measuring response time for Candidate Development Representatives (CDRs), recruiters, and candidates can help recruiters to identify areas for improvement. A quick response time can create a positive impression and enhance the candidate’s interest in the company. On the other hand, a delayed response can lead to a negative experience and may result in the candidate accepting another job offer.

2. Measure Engagement Rates

Engagement rates can help recruiters to determine how many candidates are actively engaged in the hiring process. It is essential to track how many candidates have had a human-to-human conversation with the recruiting team. Measuring engagement rates can help recruiters identify areas of improvement and adjust their recruitment strategy accordingly.

3. Find Out Time to Offer

The time taken to make an offer to a candidate is critical in the hiring process. It is essential to determine how long it takes to move a candidate from the application stage to the offer stage. This information can help recruiters to identify bottlenecks in the hiring process and improve the time-to-hire metric. As 90% of candidates take the first job they are offered, it is vital to ensure that the company can make an offer quickly to secure the best candidates.

4. Secret Shop Your Hiring Process

Secret shopping your hiring process can help recruiters to identify areas for improvement and provide a better candidate experience. Recruiters can find their job on different platforms and apply under different names to test the application process. They can then evaluate how easy it was to apply, whether everything worked, and whether candidates were able to complete the application process. After applying, they can measure how long it takes until a recruiter contacts them and how long it takes until they have a human-to-human conversation.

5. Add CDRs to Your Team

Adding Candidate Development Representatives (CDRs) to the recruitment team can help to improve productivity and streamline the hiring process. CDRs can be responsible for making contact with candidates and ensuring that they do not fall through the cracks. This responsibility can free up recruiters to focus on building relationships with candidates and hiring managers. This approach can help to ensure that candidates are not lost during the hiring process due to lack of communication.

Conclusion

Improving recruiter productivity is critical to the success of any recruitment team. Measuring response time, engagement rates, and time-to-offer can help recruiters to identify areas for improvement. Secret shopping the hiring process can help to identify friction points and provide a better candidate experience. Adding CDRs to the team can help to streamline the hiring process. By implementing these five strategies, recruiters can improve productivity and meet their hiring targets on time.

Speed Up Recruiting with Dynamic Lists

PivotCX is excited to announce our dynamic lists feature!

We already let users sort candidates by all sorts of filters such as location, job title, or application date. Now you can save those filters and use them to make dynamic lists.

Let’s say you have a list of candidates from Indianapolis, IN. Whenever a candidate meets the criteria for the list (for example, they live in Indianapolis, IN), they are automatically included in the list. The moment they no longer meet it, (their city is no longer Indianapolis), then they are removed from the list.

Learn more about how to make and use dynamic lists here: (insert link to help article).

There are all sorts of ways to use dynamic lists in your recruiting communications. Here are 4 simple ways you can start using dynamic lists today:

 

  1. Re-engage with Past Applicants – create a list of past applicants to a particular position and have it update automatically every time someone applies for that position. If ever the position opens up, you’ll have ready-to-go an up-to-date list of everyone who has applied to it in the past.
  2. Use for Job Fairs – Create a dynamic of list of everyone who has visited you at your job fair. As they fill out your your apply form at the booth, they’ll be added to your list in real-time. Then you can send everyone from the list a quick follow-up message after the job fair, thanking them for coming and inviting them to apply online.
  3. Send location-specific messages to candidates or employees – Pivot lets recruiters filter contacts by almost everything: from the job they applied to, to where they’re located. Make a dynamic of list of everyone from a particular location and then send them timely messages pertinent to them.
  4. Follow up with Interviews – make a dynamic list of everyone who hasn’t scheduled an interview yet. Then regularly schedule out messages with your calendly link to them to invite them to interview. You’ll then start to see less ghosting and more interviews on your calendar.

The Math of Candidate Quality

The Math of Candidate Quality

One of the most misunderstood concepts in recruiting is candidate quality. When you deal with a small number of candidates, it’s easy to think finding great people is easy. As you scale your recruiting efforts up, something surprising happens:

When I get more applicants, the quality goes down! I have to do a lot more work to find interesting and hireable people.

Unfortunately, recruiting is subject to the Law of Large Numbers. The law of large numbers states the larger the sample size, the more the results will trend toward their expected value.

Consider this:

10 applications 4 qualified, 40% Quality

100 applications 14 qualified, 14% Quality

1000 applications, 132 qualified, 13.2% Quality

10,000 applications 1,290 qualified 12.9% Quality

When you only have a few candidates, things can look unnaturally easy. As you get more candidates, you see the quality decrease. But you know what? That’s ok. It’s how math will always work. The more you scale up, the more accurate your measure of quality will actually be.

Ok, so what is a quality candidate, anyway?

The standard way to measure that is simply to figure out what percentage of candidates are actually qualified:

A better way to measure quality

Around 30-40% of candidates will never engage with your recruiting efforts. Whether you call, text, or use smoke signals doesn’t matter. They will simply not respond. We believe the best measure is the percentage of qualified and engaged candidates. Here’s the math:

This is hard to measure if you don’t have a communications hub like Pivot. But when you do, you can analyze your candidate sources for the number of engaged candidates they supply… and you’ll be surprised by the difference between sources. Ultimately, there is one inescapable rule:

You cannot hire people you cannot talk to.

Recruiting Shouldn’t Be an Emergency.

Recruiting Shouldn’t Be an Emergency.

If you feel like making hires is always done in fire drill fashion, you are not alone. It’s especially hard to recruit well when you are small or you are not a hyper-growth startup. If you think about it, the reason recruiting feels like an emergency is simple:

 

 

 

 

Since we don’t hire every day, we don’t give it every-day priority.

Rule 1: Always be recruiting.

Rule 2: See rule #1.

The single biggest recruiting mistake is stopping. Why is it a mistake to stop recruiting?

• It takes lead time to restart the recruiting engine.  It takes time to push buttons, refresh content, and post jobs.

• It costs money to restart the engine. You’ll have to sponsor jobs to get candidates quickly.

• You will not build a talent community,which further increases future recruiting costs.

• Managers will retain poor performers because they don’t have confidence there will be a new person quickly.

• You’ll fail to exploit opportunity if you can’t staff up quickly.

You don’t have to have every job in the company posted all the time. There are reasonable limits. But you should always be recruiting for positions like:

Sales, Engineering, Production (people who make the product, provide service or bill hours), and Administrative Support

So, what do you do if someone applies and you just can’t hire them? It’s easy:

“That position is filled. Would it be OK if I reached out to you if the job opens in the future?”

Most candidates will happily say, “Yes,” and when you do go to make a hire, you’ll have people you can reach out to start the process immediately.

 

Eat Your TOFU ( Top of Funnel)

Eat Your TOFU ( Top of Funnel)

We get to look at a lot of recruiting pipelines. There’s a pretty consistent pattern:

There’s not a lot of engagement at the top of the funnel. When there is, it’s usually a chatbot that is putting candidates on hold for a few weeks until recruiters have time to work on the req.

Early pipeline engagement doesn’t happen on a schedule, and if we really want to make hires, it requires almost instant attention. Applicants just aren’t going to wait for recruiters who are stacked up with interviews, hiring manager calls, onboarding, and team meetings to call next week. In fact, this alone is a great reason to look at the SDR model:

What if someone was able to get to talent within a few minutes?

What if that person kept driving the pipeline for the recruiters? How many qualified candidates would get away?

Well, we’ve been doing this for two years. Pivot Live is a team of live humans that hook up to your inbound and outbound recruiting funnel and engage quickly. Every time. (Our human conversational recruiting specialists engage in an average of 5 minutes and four seconds after candidates apply or respond to the outreach).

The results? Well, Gartner’s SDR study wasn’t far off:

We generally increase the number of candidates who make it to an interview by 65%.

We reduce the advertising cost per candidate by an average of 50%.

Recruit Smarter, Not Harder! How to Make Technology Do the Heavy Lifting

Recruit Smarter, Not Harder! How to Make Technology Do the Heavy Lifting

We all know that recruiting can be daunting, especially when you have a large pool of candidates to choose from. However, with the right technology, you can recruit smarter, not harder, while maintaining the human touch.

 1. Identifying the Right Tools for Your Team

One of the most critical steps in making technology work for you is identifying the right tools for your organization. Many different software programs and platforms are available to help streamline the recruitment process. These tools can help you sort through resumes, schedule interviews, and even conduct initial screenings.

2. Reaching the Right Audience

Another critical factor in using technology to recruit smarter is ensuring that your job postings reach the right audience. By using targeted job boards and social media platforms, you can increase the visibility of your job postings and attract more qualified candidates.

3. Keep it human 

Finally, it is essential to remember that while technology can be a valuable resource, it should never replace the human touch in recruitment. Make sure you are still taking the time to interview candidates and get to know them personally.

By following these tips, you can make technology work for you and recruit smarter, not harder!

 

Recruiting Takes a Lesson from Wartime Logistics

Recruiting Takes a Lesson from Wartime Logistics

One of the most often misunderstood aspects of fighting wars is the importance of logistics. You can’t fight for long without food, fuel, ammunition, and replacement troops. 

In warfighting, logistics are pretty much everything. General Dwight D. Eisenhower put it best, “You will not find it difficult to prove that battles, campaigns, and even wars have been won or lost primarily because of logistics.”

We save the accolades for brilliant tactics and strategy. Tactics and strategies, however, were assured success by boring, old logistics. In WW2, for example, only 3 in 10 US soldiers actually served in a combat role. The rest were truck drivers, deckhands, mechanics, radio operators, and a myriad of other support roles which might have never seen the front line. And yet their contribution decisively won the war.

Ok, so why does this matter in the talent acquisition world?

No CEO ever got accolades for incredible recruiting. Their bonuses are based on their profits which they can quickly pad to look better by cutting costs and laying people off. They have little incentive to improve recruiting processes or repurpose existing personnel rather than lay them off. Such measures might stave off shareholder pressure, but it won’t build a long-term successful business.

In business, we hand out accolades for brilliant marketing, winning sales, and shiny products. We don’t hand out the accolades for hiring the people that make all of the success happen. And yet every winning company recruits well. They know when to recruit and when not to, how to recruit, and how to keep and train up the people they have.

Now that we are in the talent shortage that all the academics predicted would happen (even without COVID), maybe it’s time to re-evaluate how to succeed. Maybe it’s time for CEOs and COOs to start looking at Talent Acquisition, Recruiting, or whatever you call hiring people as the best way to create winning business strategies. Success comes with consistency, and you won’t achieve that without a strong backbone to support the people in your company.

 

The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

The 3 Most Important Reasons To Celebrate Candidate Experience Day 2023

It seems nearly everyday we’re hearing about the latest National – “fill in the blank” Day. For example, for those that were not aware, just the other day it was National Cheese Lovers Day.  There are practically national days of recognition every day of the year.  (For the historians in the crowd – In the USA, we can track the tradition of creating national days of recognition all the way back to July 4, 1777 – to the first organized celebration of Independence Day.)  While not all days of recognition have equal significance or are tied to such an historic event, the fact remains that these days of recognition give us a chance to pause and reflect.  And – in many cases, these days create the opportunity for us to both elevate the purpose for the day as well as to make further commitments to support the ideals and objectives that the day represents.

 Back in 2020, The Talent Board initiated the first Candidate Experience Day.  It was a brilliant idea to tie the kick-off of the 2020 CandE Benchmark Research program to this special day.  Each year since, The Talent Board has been “hosting” the Candidate Experience Day as a cornerstone event that both announces the findings from the previous year’s research as well as serving as the opening of the present year’s research program.  While the exact day for this has slightly varied over the years, the intent of the day has remained consistent – i.e. for Recruiting Teams to come together to honor the candidates that take the time to opt-in to participate in their recruitment cycles and to recommit to doing everything they can to create a positive experience for those candidates.  

 More often than not, discussions about the “Candidate Experience” center around the negative – i.e. all the reasons for rising Candidate Resentment.  Candidate Experience Day 2023, however, is an opportunity to celebrate – Celebrate the candidates, and celebrate all the techniques being deployed that are having a positive impact, 

 

3 Reasons Why You Should Plan to Celebrate Candidate Experience Day

 While there are a myriad number of reasons why celebrating Candidate Experience Day should be high priority, those reasons really all boil down to 3 core topics.

 1 – Mindset Matters!

Would anyone argue that we should NOT think about the candidate experience?  Do you know that purposely plans and designs a poor candidate experience into their process?  Of course, the answer to these questions is, “No.”  And yet, despite all the long standing evidence and the clear convergence that an improved candidate experience is important, creating a meaningful, consistent, and lasting candidate experience continues to be aspirational.

 As with anything worth achieving, the journey always begins with deciding that the pursuit is worth dedicating yourself to.  Mindset is critical. There will definitely be times during the journey when you will question whether the commitment is worth the continuous effort.  Candidate Experience Day 2023 is an opportunity to surround yourself with others who are traveling a similar trail as you.  It will be a day of positive storytelling from others who have found success.  What better way is there to stay motivated and committed that to surround yourself with others who have a similar mindset.  Their stories and specific suggestions will serve as great inspiration to stay motivated to keep to the plan. 

 

2 – Recruiting Outcomes Matter!

Improving Candidate Experience is not a fluffy, nice to think about business issue.  Not being able to achieve hiring goals and overspend on recruitment marketing are just two examples of what happens when your employer brand has a poor candidate experience reputation.  

 As noted above, though, no one means to purposely create a poor candidate experience.  The primary root cause of this is that too often recruiting teams are overwhelmed and overburdened.  They are expected to be experts on a large number of skills – i.e. Employer Branding, Recruitment Marketing, Copywriting, Sourcing, Labor Market Intelligence, Sales and Negotiation just to name a few.  They are expected to navigate and use a large number of systems and tools – many of which are not integrated.  And, of course, the biggest challenge of all – is that recruiters are expected to carry an inordinate number of requisitions.  As Josh Bersin famously said, “Recruiting is much harder than it looks” – which is why the vast majority of recruiting teams under-perform.

 I’m not saying that participating in the Candidate Experience events will cure all your issues.  What I am saying though, is that collaborating with other employers who have the same mindset as you and learning from them as to what has been successful should be a strong element to your strategy.  This is a great way to learn the skill sets and toolsets that others are leveraging to get to the ROI from investing in improving the Candidate Experience

 

3 – Your Job Satisfaction Matters!

In all my years of working in the talent acquisition industry, I’ve never met a single recruiter who stayed in the business who wasn’t passionate about the work they were doing.  The satisfaction that a person can get from being knowing they are the engine that enabled individuals to get jobs that fulfill their career aspirations is indescribable.  Couple that with knowing that your efforts play a role in the productivity and profitability of the business, and you have a killer combination of reasons to want to improve the Candidate Experience.

 As noted above – no one purposely works to design a poor candidate experience into the process.  At a minimum, it is frustrating to every day feel like it is all you can do to keep up with the candidates that are moving forward.  At worst, it is demoralizing and contributes to job burnout.  The largest population in any recruiting cycle are the candidates that do not get hired.  All too often, this is the group of candidates that do not hear back – which is one of the key reasons for the growing levels of candidate resentment.  

Participating in Candidate Experience Day – and for that matter, Candidate Experience improvement activities and events throughout the year, is truly a way that you can take control of your own work experience.  Not only will your efforts make life better for the candidates and improve the business results of your organization, but you will also be improving your job satisfaction.  Job satisfaction is the feeling of fulfillment you receive from the work that you perform.  Zeroing in on the meaningful aspects of your work is critical to job satisfaction. Identifying areas of the process that you can improve upon to produce better and more valuable outcomes for your candidates and hiring managers will not only add to your job satisfaction – but will also ultimately improve your work-life balance and reduce your work-related stress levels.

 

Wednesday, January 25th, 2023 is Candidate Experience Day.  While it is a specific day being set aside to share stories, posts, quotes, pictures, memes, videos, etc. It is important to remember though that, Every Day Should Be Candidate Experience Day!  And, while the title of the day only refers to the Candidate, the reality is that making improvements in the experience will actually create amazing outcomes for both the business your recruit for and for yourself.  Improving the Candidate Experience is a journey – not a destination. Embarking on this journey means that you are adopting this as a mindset and that you are continually striving to learn new skills and tools to further this pursuit.  Surround yourself with others who have also adopted this mindset plays an important role in that continuous learning.  Just remember – your candidates will appreciate it, your business will gain value from it, and your job satisfaction will increase.  

 Wishing you a productive Candidate Experience Day and a full year of related activities to come!