With all the technological advancement and the emergence of AI over the last few years, we have seen with it a drastic change in the way in which we hire talent. One of the top concern of all executives is finding, hiring and retaining talent. Further down the years, corporate leaders will still lose sleep over the fears of hiring talent. Here are my top skills recruiters will need to win the war for talent.
Recruiters must have the ability to source candidates using a variety of tools. Using only job boards will not bring in the desired results. Connect and Engage with your peers in the industry and find out how they are attracting talent for their organisation. Understand the cost of using the tools and choose the best one which suits your talent needs. Engage with passive candidates rather than waiting for them to apply.
Recruiters will have to draw inspiration from Marketers and become good storytellers. Recruiters should be able to articulate the employee value proposition and their brand story to potential candidates in an engaging manner. Storytelling will replace the boring job descriptions and the always famous five- line job posts. They don’t work anymore.
Stories should be used in various forms on different channels, including video posts, interviews, and in different points in the recruiting life cycle. The stories will need to strike a chord with candidates and resonate emotionally so that engagement takes place.
Ability to make quick Recruitment Videos:
Recruiters and Hiring Managers should partner together in making the videos and telling a story about why their position and company are going to be the right opportunity. It takes time, but make the time. You do not need expensive equipment. A mobile phone, a microphone, a tripod, and a well-lit room is all you need. Build out a content calendar (Use a Trello Board to track and manage your schedule. I feel Trello works best for this) and start with at least two videos per week to get your cadence and grow from there. Also try Facebook Live, Twitter Live and LinkedIn Live to talk about the opportunities at your company.
Recruiting Events are turning out to be an engaging and cost-effective way to engage with passive talent. Companies are changing the format of their scheduled weekend interviewing to a recruiting event, which is more in line with the trends of the modern-day. Write to me if you are looking for an event partner (I know a company who are specialising in Recruitment Events, and they are doing a great job).
Invest in Technology:
With organisations looking to make hiring faster and more straightforward, the role of the recruiter in picking relevant tools is crucial for the organisation. Keep a tab on the Recruiting tools used in the industry, one; you stay abreast of the latest tools in the market, two, you will be in a position to pick a tool that solves your recruiting problem. Each company will have a unique challenge and don’t go by one size fits all approach while choosing a tool for your company. Understand the problem you are trying to solve by buying a recruitment product. Ask the sales representatives to show a demo of the product for the use cases you have identified.
And finally, the most important of all, Become an Advisor for your Hiring Manager:
Over the last 15 Years of my recruitment career, I have seen recruiters of different categories, but I must admit the ones who have progressed well in their careers and the ones who have caught my imagination have been the ones who have realised the fact that they are Talent Advisors for their organisations. They understand the culture, values and in specific the hiring managers needs very well, and they effectively source, recruit and deliver quality candidates. I have often asked them what skill they considered the most important to be a successful recruiter (Talent Advisor), and the unanimous answer is the depth of understanding the Organisation and Hiring manager’s needs. I have listed out the following questions which will be critical for you to answer before reaching out to potential candidates.
- How is this position making an impact on the company?
- What are some of the exciting projects this position will work?
- Why choose this role over the same role with our competitors?
- What is the growth path for a person who takes this job?
The answers will help you develop your storytelling when speaking with candidates. If you have answers for the above questions, you will be a “Recruiting Rockstar” for your organisation.
We are hiring Talent Advisors – Recruiting Rockstar. Talk to us to join our awesome team at email@example.com