Talking about the great resignation, a new survey from PwC, a global financial and management advisory organisation, has revealed that more than one-quarter (28%) say they are very or extremely likely to switch employer in the next 12 months \u2013 a higher proportion than during the \u2018Great Resignation\u2019 (19%) in 2022.<\/p>\n\n\n\n
In Nigeria, the Great Resignation is amplified by socio-political problems. People across all career levels are not just leaving their companies or industries, they are leaving the country. There is a global competition for talent; nations are competing for talent.<\/p>\n\n\n\n
This is putting a strain on the recruitment process in the country, it is chaos. This means recruiters and HR teams are busier than ever; hiring to replace roles and many are also hiring to grow their business after a period of playing it safe during the pandemic.<\/p>\n\n\n\n
In this article, we will examine practical approaches to solving recruitment chaos.<\/p>\n\n\n\n
Table of Content<\/strong><\/p>\n\n\n\n Build a Talent pool<\/a> Reduce delays in your recruitment process<\/a><\/p>\n\n\n\n Track and analyse using metrics<\/a><\/p>\n\n\n\n Download free recruitment metrics resource<\/a><\/p>\n\n\n\n Speak with a recruitment tool expert<\/a><\/p>\n\n\n\n A talent pool is a database or list of people who previously applied for roles but were not the right fit. This can also be a list of those who have indicated an interest in working for your organisation. Building a talent pool of past applicants gives you a source of interested candidates to approach.<\/p>\n\n\n\n Talent pools can include:<\/p>\n\n\n\n Talent management is no easy task but it doesn\u2019t have to stay that way. With the right recruitment sourcing strategy<\/a> in place, you can leverage certain tactics to streamline talent pool development.<\/p>\n\n\n\n There are numerous tools available to assist you in gathering and managing candidate profiles. Candidate sourcing tools can make your job much easier by assisting you in sorting through a large recruitment database for profiles and matching candidates to your criteria.<\/p>\n\n\n\n Your organization can attract and nurture top talent by openly marketing to candidates and encouraging them to join your talent pool. Inbound recruiting can take the form of a company blog, social media advertising, or attending a career fair.<\/p>\n\n\n\n Communication is key to building a robust talent pool. It’s important to follow up with prospects, at least once every three months, whether through social media or a newsletter. Consistent engagement keeps your company top of mind for candidates when new roles open up.<\/p>\n\n\n\n Even if many applicants are rejected, once the hiring process is through, you shouldn’t immediately discard their resumes. Since they have all been evaluated in the past, there is a good probability that any of them may be qualified for a position currently open in your company.<\/p>\n\n\n\n Referred candidates are frequently excellent employees, so don’t be afraid to contact someone who has been recommended by a colleague or a recruitment agency.<\/p>\n\n\n\n “Good talents are hired fast”. If you find yourself missing out on great talents, time delay could be the culprit. You aren\u2019t alone if you feel that you can\u2019t speed up your time to hire because of certain required tasks or timelines. However, there are some small changes you can make:<\/p>\n\n\n\n A LinkedIn study found that only 30% of companies are able to fill a role within 30 days. The remaining take anywhere between 1\u20134 months to make a hire! To reduce the time to hire, try encouraging the hiring team to make quick decisions. It may be worth implementing KPIs or metrics here to keep all parties accountable. For example, some companies require that a decision be made on a candidate within seven days of the first interview. This means if the company is going to hire the candidate, an offer must be made within seven days of meeting the candidate for the first time.<\/p>\n\n\n\n Goals such as a seven-day turnaround can impact your hiring success in two ways. It not only shortens the hiring process, but it also helps candidates form a positive opinion of your brand. You come across as proactive and interested, making the candidate feel valued.<\/p>\n\n\n\n There are numerous stories of candidates who apply for a job only to receive an invitation to an interview months later. Most candidates cannot afford to wait that long, and in areas where competition is fierce, other companies are more nimble and can make an offer before you even have the opportunity to meet.<\/p>\n\n\n\n The best candidates are often snapped up quickly. So, if there are significant gaps in communication and\/or time between meetings, they may decline your offer before you have a chance to highlight your company’s strengths and employee benefits.<\/p>\n\n\n\n <\/p>\n<\/details>\n\n\n\n Measuring the effectiveness of a recruitment process and identifying areas for improvement may both be done with the use of recruitment metrics. Implementing any recruitment plan is one thing, but determining if it is effective requires the use of recruitment metrics<\/a>. How well-performing are your recruitment tactics? Does your hiring approach need improvement? How content are the selected candidates in your company? If you want to build a devoted team of employees and be sustainable, these are all crucial questions to ask.<\/p>\n\n\n\n We have curated recruitment metrics that will help you gain insights and assess your recruitment process.<\/strong> Ready to streamline your recruitment process and secure top talent faster? Download our free recruitment resource now and start optimizing your hiring strategy today! For personalized assistance, contact our team of recruitment experts.<\/p>\n\n\n\n
– What is a talent pool<\/a>
– How to build a talent pool for recruitment<\/a><\/p>\n\n\n\n1. Build a talent pool<\/h2>\n\n\n\n
What is a talent pool?<\/h4>\n\n\n\n
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How to build a talent pool for Recruitment<\/h4>\n\n\n\n
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2. Reduce delays in your recruitment process<\/h2>\n\n\n\n
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Tool tip: Consider using automation tools to speed up communication with candidates. Automated emails can be set up to confirm receipt of applications, schedule interviews, and even send out offers. This reduces the manual workload and ensures timely communication. Try BizEdge recruit for free at web.bizedgeapp.com.<\/summary>\n
3. Track and analyse using metrics<\/a><\/h2>\n\n\n\n