Are your Recruiters Wasting their time Sourcing?

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What?

Wasting time sourcing?

Have you gone mad Suzanne?

Well no, I haven’t gone mad but I think many recruiters may have.

strawberries

What would you say if I told that you I went strawberry picking.  I went to the strawberry farm and I hunted for the biggest and the best strawberries.  Every time I found one I picked it, thought ‘WOW that’s impressive’ then I went and put it in my basket.   Every day, I would go back out into the strawberry farm and I’ll continue to pick my strawberries and I’d keep putting them in my basket. 

I didn’t put my basket in the fridge, I didn’t cover it with anything, I didn’t wash them, I really didn’t do anything to look after the strawberries that I had already picked; I just kept going back out into the field and picking more.   Eventually the strawberries in my basket went bad but I didn’t notice because I just kept putting more and more in.

Does that sound like a great use of my time and resources?

Was I making the most of the strawberries that I already had in my basket?

Did I care for them so that they lasted longer so that when I was ready to use them on my amazing Christmas Pavlova they were primed and ready to go?

p.s. the link is there for my wonderful international or non-Australian readers!  Make a Pav these holidays….it’ll change your life!  See…..you get sourcing advice and amazing recipes! What other recruitment blog gives you that!!!??

pavlova

Well I feel like this is happening in the majority of organisations that are recruiting.   We work to build the database, to attract great candidates and then a new job requirement comes up and what do we do?   We go back out to market, put the job ad on the job board or LinkedIn and we spend 2, 3, 5 weeks looking for new candidates.

WHY??

Well the reason may be that we don’t have very good database search or talent pooling practices.  I really can’t think of another reason.  

So what should we be doing?

Having a good understanding of which roles you may have coming up and which roles you recruit regularly should help you to manage the number of times you need to go to market a fresh.

Having engaged, well managed talent pools will not only mean you don’t have to go to market again and again but when you reconnect with candidates who have already shown an interest in your business that you’ve identified as being “a big strawberry” (or an amazing candidate) then everyone is already on board and ready to go.

The client owned recruitment database is one of the most neglected and underutilised tools today.  Everyone is so focused on getting the new job out there, assessing new candidates, that we lose the good ones we already have.

That candidate who was great and applied last time, sees the ad and thinks, well I’ve already applied and they obviously aren’t interested so I won’t apply again.   Not only have you wasted time going to market and going through the whole sourcing process again when you didn’t need to, but you lost a great candidate in the process and you spent more money than you needed to.

So here are 5 steps to decrease the spend on time, money and resources and use your database better:

1.       Ensure your database has a good search function 

This may mean that you either have to skills code or tag candidates so that they can be found later or you many need to test out if enhancements needs to be made to get the most out of the search functionality.   You probably only need to make 2 hires from the database to cover the cost of a technical update.  If you don’t know if your search function is good or not then find out.  Either contact your ATS company and they should be able to give you and your team training as well as help you determine if what you have will work for your needs.   Another option is add on database search technology such as SeeMore

2.       Train your recruiters to be database hound dogs

If you don’t train your recruiters to use the system in a way that will increase database searching then they’ll just keep doing what they have always done, which most of the time to is the advertise, wait 2 weeks then sift through 80 response!  Once you know the power of your ATS or database search capability then ensuring recruiters know how to use it is critical.   Also changing their mind set is something that may take some time but if they get into the habit of searching the database before they advertise then it will change over time.

3.       Actively influence source of hire

By looking at your source mix and knowing where your candidates are coming from can help you actively influence the mix by driving certain behaviours (training), targeting and rewarding your recruiter’s ability to move the source mix dial towards database or talent pooled hires.

By doing this you should also see a decrease in ‘days to hire’ as they are not waiting 2-4 weeks for ad response.

4.       Identify and develop active talent pools

Note the word active.  I say active because you don’t want a ‘basket of rotten strawberries’.  By ensuring that the quality of the candidates in your talent pools are good, it means that your recruiters will know that if they go and search in those talent pools they will get great candidates.  By implementing a manageable CRM (Candidate relationship management) strategy will also mean that you’re not only building your employer brand in the mind of candidates that you know are already interested in the company; because they’ve applied before, but it also keeps them connected and informed for when you want to tap them on the shoulder again.

5.       Candidate managers will pay for themselves

If you are a company with over 500,000 candidates sitting on its database (and that’s not many by today’s standards), then it may be worth investing in a candidate manager who can connect, engage, talent pool and farm out great candidates across the board.   I remember back in 1998 when I was working in recruitment, our candidate managers were worth their weight in gold.  For some reason we don’t seem to value this role anymore, but I think managed in the right way a dedicated resource will add enormous value to a team.   They can also manage talent communities, talent pools and develop social and sourcing strategies. 

So that’s my thoughts on why I think many recruiters are wasting their time sourcing.  Do the work, build your CRM strategies and searchable databases and then enjoy the benefits of that by tapping back into your strawberry basket when you need to!

Have a restful and safe break over the holiday season and I look forward to share many more branding, sourcing and social hints, tips and tricks with you in 2014!

Suz

8 thoughts on “Are your Recruiters Wasting their time Sourcing?

    Craig, Douglas said:
    December 18, 2013 at 11:46 am

    I go “made” all the time Suze ☺

    Good article btw…now say after me….aaavvvaaaatttturreee ☺

    Douglas Craig
    Sourcing Team Leader
    Origin
    t 03 98639126

      suzchadwick responded:
      December 18, 2013 at 12:28 pm

      haha yes avature is good but if recruiters don’t know how to search, or see the value of it and don’t really ‘get it’ then no matter how much tech you give them it may not work.
      Thanks for stopping by and leaving a comment!

    Lindsay said:
    December 18, 2013 at 1:27 pm

    “advertise, wait 2 weeks then sift through 80 response!’ – Wait 2 weeks?! You must be joking. Cashed up Retained maybe but you will be dead in the water otherwise.

      suzchadwick responded:
      December 18, 2013 at 2:20 pm

      Agree Lindsay, moving quickly is where managing the database and talent pools will eliminate this type of recruiting.

    Kimberley said:
    December 18, 2013 at 5:04 pm

    I absolutely agree, Suzanne. I also think many employers forget about the employees in their organisation as well, not just the talent pools/candidate databases. As well as I think sourcing needs work, so does talent development from within. Better to keep your current employees agile than lose them and have to do all that bloody work again!

      suzchadwick responded:
      December 19, 2013 at 3:37 pm

      Agree Kimberley. Internal mobility and talent management is key to increasing retention. When employees feel that they have opportunities available to them then it obviously makes for a happier workforce. I think ideally this should happen before the recruiter starts to look at external talent or in the database. That would save everyones time! thanks for your comment

    rchilliparser said:
    December 18, 2013 at 7:46 pm

    This makes sense. Database should have searching capabilities just like semantic. Solr is another open source from apache which gives you this functionality.

      suzchadwick responded:
      December 19, 2013 at 3:34 pm

      Thanks for the tip. Most ATS’s have search capability but they vary in quality. I do think that does come down to the users ability and core behaviour of searching before going to market. Thanks for stopping by!

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