Even as kids we all realized something... when you ask "what's for dinner?" and the answer is "leftovers," Mom was out of time, patience, or energy. No matter the reason, dinner was going to be, as they say, "sub-par."
Edible? Sure, it's edible, but so is tree bark. Leftovers just aren't the same.
But guess what? [metaphor alert] You just described most corporate recruiting "menus." Recruiters are overwhelmed, out of time, out of patience, and out of energy. There's no opportunity to make a home-cooked meal, only to utilize whatever short-cut is available. Give it a try some time; take 70 open requisitions, add 120 applicants to each one, plus a hiring manager yelling "Where's my DINNER!?"--- and it's pure chaos. Options are limited, so back into the fridge you reach and out comes last Tuesday's meatloaf.
How does this happen? It's not hard to explain really: We post a job, blast it out to the masses, pray for applicants, then begin the process of weeding through the chaff as quickly as possible. A recruiter finds 5 or 6 resumés that fit the profile, then moves on to the next requisition. Theoretically, a recruiter with only 10 open requisitions might even review the rest of the candidates in the queue to make sure no stone has gone unturned. Some might even contact them as a courtesy. But, like unicorns and Bigfoot, this particular recruiter remains a myth more than a reality.
It's more likely to have your corporate recruiters are carry 30, 40, even 50+ requisitions all tied to an ATS designed to capture as many candidates as possible. The result is an unmanageable flow of resumés, a frustrated recruiter, and a hiring manager left with cold spaghetti. That's not even considering the candidate, who feels the impact of this issue manifested in silence. Almost 80% of online applicants hear nothing in response, and half of those never had their information looked at, much less considered thoughtfully. The buzz term is "candidate experience," but it might more accurately be called "customer experience." Candidate, customer, either way---the result is bad for the company.
Imagine if you managed a restaurant and decided to serve nothing but leftovers; you'd be shutting the doors within a week, right? Yet we perpetuate an obviously flawed recruiting process for our internal function, while paying a premium to external recruiters to cook from scratch. What's a girl to do?
It's not a fair fight for the recruiter. You have a system set up to accumulate resumés, but no real way to engage with the candidate. When you prioritize "Time to Fill" it only exacerbates the situation. But let's be honest, these are problems of the recruiter, not the hiring manager. The expectation is still the same---the best talent in the least amount of time.
For the recruiter who discovers a solution to this problem, the world is your oyster.
And not the leftover variety.
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