Over the last 12 months, several companies I know have changed the shape of their TA functions to generate considerable benefits. This applies to recruitment agencies and RPO teams as well as in-house TA.
More often than not, I hear managers saying that in order to scale up recruitment they need to add additional recruiters to the team.
When they tell me they’re going from 6 to 8 recruiters, I always ask how much time the existing team are spending cold contacting potential candidates. The answer is naturally around 40% and this is the biggest inefficiency in recruitment.
Almost every other job discipline has removed habits like this by 2019.
So, this needs to be attacked before hiring more people to do cold outreach and there is another, much more sophisticated way of doing things rather than increasing the number of recruiters from 6 to 8.
Making talent acquisition more efficient
Of course, that’s all about building talent pipelines that show your 6 recruiters which people are cold, warm and ‘hire-ready’ in real time so they can hone in on those candidates who are ready for a conversation today and considerably reduce the 40% time spent cold calling.
Simply put, if you know which people have been reviewing your company’s careers site, the hiring manager’s LinkedIn profile and job descriptions recently, you know they are more likely to say yes to a conversation than those who have done absolutely nothing.
This means recruiters are able to spend their days being more productive by having more warm conversations with prospective candidates and less time spamming strangers. Each recruiter is going to be able to fill more jobs and the need to build the team from 6 to 8 no longer exists.
The trade-off is, you need to hire or redeploy someone to focus on creating candidate content journeys, crunch data and manage the necessary technology which will track and score each person’s interactions with your content.
This person may be a recruitment marketer, a sourcer, or a recruiter who has the essential skills to adapt. It shouldn’t be someone who also has a responsibility to fill jobs at the same time. If you’re a larger organization and already have recruitment marketing and sourcing teams, they should run your talent pipelines and the impact of every single Tweet can be measured.
Between 2017 and 2018, one retail company I know has changed the shape of its team from 24 recruiters to 20 recruiters plus 4 focused on talent pipelines. So, the overall team size hasn’t changed but between year 1 and year 2, results have been compelling with an increase of direct hires of 55%.
Building automated talent pipelines
considerably reduces time spent cold calling.
What exactly is pipeline automation?
Pipeline automation is, as its name suggests, the creation of talent pipelines with the help of software. Instead of recruiters having to regularly contact their candidate list to find out about each person’s circumstances (which isn’t sustainable), the technology does the heavy lifting and nurtures these people until they are ‘hire-ready’.
That is until they are ready for a chat with a human recruiter.
Pipeline automation software automates the repetitive, manual pipeline tasks, workflows and candidate engagement. As such, it allows recruiters to spend most of their time talking to enthusiastic candidates. It also increases recruiter productivity by 25% on average, accelerates time-to-hire, and reduces cost-per-hire.
Pipeline automation enables talent acquisition teams to streamline their candidate communications and management initiatives by automating processes that were previously performed manually.
So why is pipeline automation increasingly popular?
Many organizations are currently dealing with downward pressure on talent acquisition budgets and headcounts. As a consequence, they are seeking ways to make their entire recruitment process more efficient and productive.
Both internal acquisition teams and recruitment agencies are looking at automation options; to be able to do more with less and to make recruiters more effective.
At the same time, we all know that competition for talent is fiercer than ever. As candidates move increasingly online, hiring is becoming more complex. Therefore, traditional sourcing channels don’t yield the quality candidates they used to.
On top of that, the best candidates often aren’t even looking for new work opportunities – although 82% does admit they would be open to them.
Take a look at the Pipeline Automation eBook for more on this.
On a final note
Manually (cold) contacting candidates to find out about each individual’s circumstances isn’t something that’s sustainable. Especially in today’s mostly candidate-driven market, where the competition for talent is tough and the downward pressure on talent acquisition budgets is a reality for most organizations.
Building talent pipelines with automation software helps companies make their recruitment process more efficient and it helps recruiters to be more effective.
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