It's Time To Leave Segmented Recruiting In The Past

November 21, 2019 at 10:16 AM Kandace Miller

Segmented Recruiting

It’s a job seeker’s world out there. Companies of all kinds are in desperate need to fill their specialized roles with top talent, and there are only so many qualified candidates that they can recruit to fill those spots. Meanwhile, those same candidates are being recruited by other companies as well, and you can bet that their current employers are working to keep their VIPs on their teams. 


Competition is fierce, yet so many talent acquisition teams currently set themselves up for failure by using disjointed recruitment models. They use one tool to find their candidates, a separate communication tool to connect with them, yet another tool to schedule interviews, a fourth tool to host those interviews, and another independent tool for the onboarding process once candidates finally make it to the end of the funnel (if they ever do). Talk about exhausting.

 

In segmented recruiting processes, it’s virtually impossible to keep track of all the moving parts in all the different systems, let alone optimize recruitment practices that rely on all of them.

Each platform reports data differently, and if one tool isn’t functioning properly, it has the potential to destroy the rest of the candidate journey. You can miss qualified candidates entirely. Candidate ghosting can become a frequent problem for your team. The list goes on and on.

 

Not to mention, when candidates suddenly find themselves with all the power, they get, well, picky. Long breaks in communication with recruiters and arduous applications transform from common frustrations into legitimate deal-breakers. It’s no longer enough to simply source the right candidates and pass them along. You have to woo them.

 

And how do you do that exactly? You have to create a seamless, pleasant, and engaging talent journey. And in today’s world, that means fully consolidating these segmented recruitment processes. 

 

Luckily, that task is no longer as difficult as it sounds. Countless recruitment teams now turn to smart software solutions that manage every step of the candidate experience — initial outreach, the application process, interview scheduling, interview hosting, the formal offer, and every aspect of communication in between. These do-it-all platforms not only boost candidate engagement and satisfaction with their overall experience but also streamline the work of the talent acquisition team itself. 

 

Having the entire recruiting process stem from one platform allows talent acquisition teams to track their recruitment processes from start to finish and utilize insightful data on how candidates navigate the system to further optimize their processes. And of course, the candidates win, too. They fill out one application in one place, they receive timely responses for every part of the company’s interview process, and they consistently feel heard, valued and appreciative of the opportunity presented to them.

 

Gerry Crispin, principal and co-founder of CareerXroads, says that he’s recently witnessed organizations realize that there is enough synergy between their products that they should formalize it. “And that’s changing what I would do if I were trying to put a tech stack together because now I can go and talk about several things with one vendor,” he said.

 

Talent acquisition isn’t the only space that is currently benefiting from consolidation. Take the evolution of Amazon’s logistics network, for example. The company combined forces with Kiva Systems in 2012 so that it could build, operate, and service all of its own robotics needs. The consolidation allowed Amazon to deploy these machines in fulfillment and distribution centers across the country to automate the parts of the workflow that could be optimized and determine the most efficient ways to utilize its human workforce. Meanwhile, millions of online shoppers have benefited from the resulting streamlined processes as some of them can even receive their orders in as little as a few hours.

 

When it comes to talent acquisition, one of the most impactful ways to boost the candidate experience is to use cohesive messaging tools and strategies. Certain software options help provide every member of the talent acquisition team with a candidate’s information and communication history so no gets lost in the shuffle, called by the wrong name or pushed along to the wrong interview for the wrong position. Even programs that rely on automated message templates allow for enough customization that creates a personalized experience for candidates, further helping the company stand out as both thoughtful and engaging. From emails to text messages, even communications fare better with consolidation.

 

According to Will Staney, founder and CEO of Proactive Talent, “Companies are starting to really understand how utilizing technology to better manage their people and their talent attraction is a worthwhile investment that fuels growth. We’re seeing consolidation into unified platforms again… and it makes a lot of sense.”

 

These platforms ultimately pay for themselves. They can reduce the amount of time it takes for recruiters to determine if a candidate is truly qualified by up to 75 percent. The smart messaging tools specifically can also help increase response rates by up to 30 percent. By freeing up time for recruiters and boosting efficiency in these two areas alone, talent acquisition teams can tackle even more goals and, ultimately, achieve even more success.

 

Recruiters will remain competitive in today’s landscape if they leave segmented processes in the past and use consolidation software to help their teams work smarter. And new adopters who streamline their tools will realize a solid return on their investments, better employee acquisition, retention rates, and happier, healthier companies.

 

 

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