Transform Your Recruitment Strategy: Stop Relying on Job Ads
The below was recently posted by the LinkedIn Talent Solutions blog – the full article can be found here.
“By now, most recruiters know the drill: You get a req, post the job description, and even though the role has rigorous requirements . . . you receive 3,000 applications.
It might be funny if it weren’t so overwhelming. But it is overwhelming, especially when talented professionals are already stretched to the limits. And it’s been one of the unexpected consequences of candidates using generative AI to help with their job searches (which, in many ways, has been a good thing, especially in this tough job market).”
The blog also includes tips and tricks from internal and external recruiters on how to optimise how hiring managers and recruiters can sift through these resumes/cvs.
If your internal acquisition team are expected to find your ideal candidate through advertising the job alone, they are set up to fail. And if your company is working with a recruiter who advertises the job and boasts about having 3000 applications, you are most likely wasting time and, therefore, money.
Why this strategy doesn’t work
You’re waiting for candidates to come to you
Whether you’re a SaaS company building a high-performing Go-To-Market team or looking to find the first person on the ground in a new region, waiting for the ‘right’ person to come to you is unlikely to work long-term.
According to LinkedIn, active candidates make up just 30% of the workforce, meaning 70% of your potential talent pool is not looking for a new opportunity. How does your company expect to find great people if it’s not tapping into the larger percentage of the market?
Instead of waiting for applicants, proactive sourcing is essential. Building a high-performing team, particularly for Go-To-Market (GTM) roles or other critical positions, requires actively reaching out to passive candidates. These individuals are often excelling in their current roles and may not be considering a job switch, but the right opportunity could intrigue them. By leveraging platforms like LinkedIn and utilising personal networks and recruitment partners with access to broader talent pools, you can access candidates you wouldn’t otherwise find through traditional job postings.
2. Relying solely on automated tools
It’s tempting to think that automation can solve the overwhelming influx of CVS/resumes, especially with advancements in AI and resume screening tools. While these tools are invaluable in quickly sifting through large volumes of applications, they are not foolproof. Automated systems can miss nuances or exceptional candidates who may not fit the exact criteria but bring significant value.
A balance between automation and human judgment is key. Recruiters need to invest time refining the job criteria and understanding the unique value propositions of each candidate rather than relying solely on automated keyword matching.
Automation tools to sift through and qualify CVs/resumes are not needed when working with search firms such as Oakstone International, as our search methodology enables us to pinpoint talent and qualify each individual extensively through personal phone calls. Each person is spoken to and qualified before they are introduced to clients.
Recruiting shouldn’t just be about filling roles as fast as possible; it should be about strategic talent acquisition. This means thinking long-term, building relationships with candidates even when there isn’t an immediate opening, and understanding the specific needs of your company’s growth trajectory.
Engage with talent communities, create a compelling employer brand, and proactively seek diverse candidates. Building high-performing teams takes more than just waiting for talent to come to you – it requires a shift in mindset, utilising a mix of sourcing strategies, and recognising that talent acquisition is an ongoing process, not a one-off activity.
One of the most effective ways to enhance your talent acquisition strategy is by partnering with the right executive search firm. While internal talent teams may be well-equipped for certain hiring needs, search firms specialise in finding candidates with specific skill sets. These firms have extensive networks, access to passive candidates, and the expertise to conduct thorough searches that go beyond what internal teams can manage alone.
This partnership allows your internal team to focus on more immediate hiring needs while the search firm brings in candidates who align perfectly with your company’s long-term vision and culture.
Moreover, search firms often have industry-specific knowledge and insights, enabling them to quickly identify talent that might otherwise take months to find. By combining the strengths of both your internal team and an executive search partner, you can ensure a more comprehensive and efficient recruitment process.
Having this extra layer of expertise and reach can make all the difference in building a high-performing team. Instead of waiting for talent to come to you or relying solely on automated tools, this collaborative approach maximises your chances of finding the best candidates quickly and effectively.