The Light at the End of the Black Hole
Inefficiencies in the current talent acquisition model are delaying the ability of your team to fill positions, frustrating your recruiters, and damaging candidate experience. Of the many issues present, the most widespread is an issue called the candidate black hole which consists of the 85% of applicants who don’t hear back after submitting an application. The candidate black hole takes a toll – an Indeed study found that almost half of job seekers rank not hearing back from an employer as their #1 pain point in the hiring process.
Talent Acquisition Technology: friend or foe of the black hole?
Some critics say technology got talent acquisition into this mess in the first place. Their reasoning is that since the black hole exists in your ATS, all of the applicants are coming from online applications, and your recruiting teams are using keyword filters to screen candidates based on their resumes… adding in more technology is not the right move. They couldn’t be more wrong.
Adding in AI for talent acquisition, like conversational AI, will ensure every candidate is engaged, screened for information that can’t be found in their resume, and has their questions answered. Conversational AI is a great technology solution, that leverages AI to solve talent acquisition problems like the black hole. But what about after you’ve fixed the black hole? What then?
Beyond the black hole – transforming talent acquisition teams
Fixing the black hole is simple – talent acquisition leaders must put AI technology in place to automate portions of the hiring process. Here are the changes Directors and VPs of talent acquisition need to make after deploying conversational AI for talent acquisition and ending the black hole.
Create a culture of candidate-centric recruiting
The hiring process creates a lot of emotions in candidates. If those emotions turn negative, your organization’s reputation can take a hit. By viewing the process through the eyes of the candidate, your recruiting team can mitigate these frustrations and negative emotions.
Have your recruiting managers perform an audit of their hiring processes. Look for areas and moments where hiring processes might be causing frustration.
Now, armed with these “problem spots,” proceed to collect data directly from your candidates. Survey candidates to find out if your recruiting managers’ assumptions about the frustrating moments in the hiring process were correct. By completing this investigation, your hiring process will result in better talent, and your recruiting managers and teams will have developed more empathy for candidates!
Add a more personal touch
Employees can be the greatest appreciating asset a modern organization has, so treat candidates who want to be a part of your org accordingly. You can empower your recruiting teams to make the hiring process more human and personal with the right tools.
Purchase a video interview solution for your recruiting teams and have all the meetings route through the tool. In turn, you should provide your recruiting managers with training on video interviewing best practices, and make it mandatory for your recruiters to turn their cameras on. Connecting with a human in a face to face interaction does wonders for building trust and connection with candidates.
Build better relationships with internal customers
Create a culture where it’s mandatory for your recruiting managers to build strong relationships with leaders on internal teams they support. Instruct your recruiting managers to reach out to the hiring managers they support to gather qualitative feedback on their level of satisfaction with talent acquisition.
Specifically, have them gather data on the performance of candidates your recruiting teams have placed on a department-level basis and for specific roles. Use this to identify where your best-performing employees are coming from and adapt your overall talent acquisition strategy accordingly. This tactic will not only make your relationship with hiring managers better, but it will also help you make better decisions in the future.
Expand your passive candidate strategy
Only 61% of TA leaders have a documented passive candidate strategy in place, so creating one will help you gain a competitive advantage in the fight for passive talent. Use the insights you’ve gained from internal customers to inform them.
Someone who is content in their current position typically doesn’t submit applications to positions or even respond to recruiter outreach without good reason. Since your recruiters will have more time available, they can dedicate some of it to finding ways to better reach passive candidates. Ways leadership can help is by defining a passive candidate outreach strategy, altering the structure of your recruiting managers’ teams, and introducing KPIs around passive candidate pipeline creation.
To create a bigger impact, talent acquisition leaders must lean into digital transformation and build more innovative cultures. The time savings from AI for talent acquisition implementation can create an opportunity for talent acquisition leaders to radically transform the value their function provides. Take the first step to radically transforming the way you approach hiring.