The 2013 Recruiting Trends Conference, held in Las Vegas, Nevada, brought together an array of industry experts and professionals to provide an engaging event chock-full of insight, current and future trends, as well as tactical and sourcing expertise. The goal of this year’s conference was to provide a “big picture overview of the latest recruiting issues and their impacts,” and ultimately—to help attendees become STARs in the arena of talent acquisition.
The goal of this year’s STAR theme: Shift talent acquisition strategies from one of a reactive nature to thoroughly proactive. This includes imploring recruiters to tap into the rapidly expanding recruitment platform that is social media in order to identify, recruit and engage top talent. The STAR acronym represents the following four learning objectives:
Having been fortunate enough to attend this fall’s Recruiting Trends Conference, the following features insights gleaned from the conference and how recruitment professionals can take the proverbial first step toward becoming STAR performers.
S. Shift from reactive to proactive recruiting.
Now more than ever it is important to be on the cusp of the talent evolution. Patience may be a virtue, but organizations simply can’t afford to wait for talent to discover them. Post and pray is dead, as is lazy recruiting. It is paramount that recruiters proactively reach out to candidates and develop talent communities well before needs arise, engaging both passive and active candidates on a consistent basis. If talent isn’t engaged, the potential employer will slip from their consciousness in less time than a recruiter can say “We have an opening.”
But how? Proactively network. Pick up the phone and call your connections—find out if there is anything that can be done for them, if they have questions or concerns, and inquire about their well-being. My colleague, Tegan Trovato, Director of Excellence Initiatives here at Pinstripe, also attended the Conference; she shared exceptional insight into the importance of “picking up the phone” in a recent blog post, Answering Today’s Recruiting Challenges: “Pick up the Phone!” The technology of today is wonderful, but if we forget the basics of recruiting (i.e., making simple phone calls to check-in on candidates), the most innovative tools will be worthless.
You’d be shocked at how even the briefest of check-ups with candidates can provide a leg up on the competition. Poor candidate and applicant experience can damage not only employer brand, but negatively impact market share as well. In fact, 32% of job seekers note they actively avoid purchasing products or services from a company that fails to communicate something as simple as “You’re application has been received.” Ultimately, candidates want to know they’re cared for; they want to know the organization they may be relocating for, changing lifestyles for and dedicating their livelihood to, has their back.
T. Tap into social media to engage talent.
Social media is no longer an optional method for attracting talent. It is a viable and highly leveraged recruiting tool. There was a video shared as part of a presentation during the Conference, which presented astounding metrics that should make every recruiter hungry to leverage social media. A key takeaway from the video (which can be viewed below) is that we no longer search for products and services; they find us. Pull up Facebook and Twitter, and it’s nearly impossible not to have an advertisement embedded in our feeds. This should be the case when attracting talent. To be competitive as recruiters, regardless of industry, social channels cannot be ignored.
Social Media Video 2013
Statistics of note from the video:
- LinkedIn adds two new members every second.
- 53% of people use social media to recommend products and services.
- The number of registered users on Facebook would make it the third most populated country in world.
The key takeaway is this: Social media provides every user their own unique voice. It is vital for recruiters to be present and active across the social media landscape—representing their organizations’ brand, sourcing talent and staying abreast of industry trends, challenges and best practices.
A. Apply new skills to your sourcing efforts.
Angela Hills, Pinstripe Executive Vice President, was also in attendance at the Conference. Her presentation, Technologize the Experience, Humanize the Process, reconfirmed the importance for recruiters to add to their repertoire as sourcers. With access to Big Data and the capability to leverage predictive analytics, recruiters can demonstrate to hiring managers exactly what the talent landscape looks like—what’s available, what isn’t available, areas to pinpoint and where to avoid, among countless other questions pertinent to talent acquisition. Tools and technologies hone in on key skillsets and are widely used across the market.
R. Reap the benefits of a deeper talent pool.
Simply stated, you cannot effectively recruit without a deep talent pool. In order to continue growing your talent communities, you must care for them—Like Gardening, Growing Your Candidate Pool Requires Pride, Precision and a Personal Touch. Consider each and every contact an asset. Candidate should never feel as if they’re part of a cattle call. Ensure potential candidates have a means of contacting the organization should they have questions; remain in touch via email or other platforms with candidates who’ve already applied; make the organization reachable to all candidates via phone—active, passive and archived applicants; and provide personal responses as quickly as possible. Represent the organization’s brand and yourself as a professional by building and maintaining talent communities that want to be connected with you.
The 2013 Recruiting Trends Conference highlighted the STAR acronym as integral to the success of today’s recruitment function. Hundreds of professionals were in agreement. Be proactive, tap into social media, build and care for your talent communities—become the STAR performer your organization needs.