We find that sometimes, the issues that plague people in talent acquisition are really, really hard to solve. But there’s one problem that we brought on ourselves. In fact, technology is what created the issue in the first place, if you think about it. I’m talking about time to hire. Time to hire is a metric that concerns every recruiter (and jobseeker for that matter) yet it’s being stretched ever longer due to the sheer size of our technology stacks.
THERE’S A PROBLEM
Most heads of talent at large organizations are in the fax lists same boat. Because of the sheer volume of candidates, teams are no longer able to manage their recruitment load on their own.
Many recruitment departments are drowning under the heavy burden of candidate information they can’t possibly sift through manually. From social profiles to what is the agency pricing model? employee data; salary ranges to competitive intelligence, it’s difficult to translate into something one can understand, MUCH LESS something you can use to recruit better or faster.
Recruitment, after all, is fundamentally based on human interaction. That’s why technology will only help resolve the busy work that keeps them from interacting with their candidate pool. The part of recruiting that really matters is selling the person on a new job or opportunity.
Long hire times are costly, ineffective, and taxing to #recruiters. Learn how to improve your hire time by using your own data.
Big data is a means for better recruiting,
Through number knowledge and practical application. Understanding which job boards work best and at the best cost, which recruiters are the most mobile lead efficient in a given medium, even how well the referral program operates and the like, is crucial to minimizing the time to hire from an extraordinarily lengthy process back to the quick (but complex) human interaction it should be. After all, who’s to say your recruitment messaging isn’t getting lost in the noise?