Recruiting Enablement Blog



Why it is vital to keep pace with talent in uncertain times

Charles Hipps August 12, 2020

High volumes are set to soar as more applicants seek opportunities in the aftermath of the coronavirus pandemic. Enabling hiring mangers to recruit efficiently has never been so vital. LinkedIn reports that 70% of companies still take anywhere between one and four months to make a new hire. Given the 10-day shelf life of the best talent, not only do companies risk losing to competition, they also risk losing to talent’s short attention span. According to Robert Half’s research, 57% of job seekers lose interest if the hiring process takes too long.

So what’s the holdup? The hiring manager's struggle is real.

Charged with balancing quickly evolving roles, varying talent needs, candidates with multiple options, and unclear hiring decision rules, the typical hiring manager is struggling just to make a decision in the first place, let alone a timely one.

According to Gartner, a new role has emerged: that of the decisive hiring manager. While typical managers spend 70% of their total hiring process deliberating over decisions, the decisive hiring manager spends more time engaging with the right candidates and whittles decision time to just 30%. This more strategic use of time pays off, too. According to Gartner, decisive hiring managers hire 10% more high-quality candidates and 11% fewer low-quality candidates than typical hiring managers.

Recruiting Enablement helps recruiters support decisive hiring manager behaviors by automatically ranking high volumes of candidates against the most meaningful decision criteria, enabling recruiters to fast-track a ranked shortlist of qualified candidates for hiring managers to focus on. This includes:

  • Designing and configuring workflows that support diverse and inclusive recruiting strategies at scale
  • Automating processes to serve up relevant content to candidates and to fast-track qualified candidates
  • Streamlining administrative tasks such as interview management and gathering hiring committee feedback to identify qualified candidates more quickly
  • Leveraging data throughout recruiting processes to make better, evidence-led decisions

Recruitment Marketing taught practitioners the value of well-branded content. Done right, this content helps brands build awareness, explain their unique EVP, and compete for the qualified candidates who share their values, feel connected to their purpose, and align with their culture. 

Yet as a strong EVP becomes table stakes, it’s harder for candidates to differentiate between competing opportunities. They need to see how the brand EVP translates to their own values, perspectives, and experiences, and it needs to happen way earlier in process.

This is where Recruiting Enablement shines. Recruiting Enablement helps recruiters design highly configurable workflows that allow for specific, more relevant content that drills one layer down, to the day-to-day experience of a specific role. What's more, that content can be further tailored to meet a diverse universe of candidates from a more inclusive perspective. By giving talent a transparent look at the unique “role value proposition” told from a more inclusive perspective, recruiters do a better job of encouraging candidates to self-select in or out, of improving culture fit, and of driving success around performance indicators like retention, offer and acceptance ratios, and culture fit.

As much as providing role-specific content can help you engage qualified candidates, the same approach can be just as important for fandidates who aren’t a fit. The right content served at the right time can help recruiters protect the employer brand when it’s just not a match. For example, Recruiting Enablement makes it easier for recruiters to let fandidates down easy.

In today’s hypercompetitive talent market employers who win do so by reducing the administrative burden on recruiters and hiring managers, leveraging data and AI to pinpoint top candidates and expedite hiring processes for them. In turn, this helps to shape D&I strategies that deliver results and remove bias from recruiting processes.

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