Did you ever notice that “we” tend to overcomplicate things?
The easiest — and probably most relatable — example is weight loss. To lose weight, you must take in less than what you burn. Of course, other factors are involved, but this is a good, basic starting point.
We can apply this same logic to recruiting.
As of October 31, the U.S. Chamber of Commerce confirmed that there are over 10 million open jobs in the U.S. Not surprising, the highest number of those jobs are in the healthcare and education industries.
Even if these job vacancies were filled by the approximate six million unemployed workers, we would still have a deficit.
Reality is that job vacancies can and should be filled by passive, active, and unemployed candidates. Gone are the days where we only look at passive candidates, as gaps in work experience are finally becoming more normalized.
But here’s the rub.
Finding best-fit candidates, especially in hard to fill positions, is extremely difficult. What got you “here” will never get you “there.” Old ways of sourcing and hiring are no longer effective in today’s world.
We always talk about what will work, so let’s flip it around.
5 tactics that will never work in recruiting in 2023
- Posting and praying. If you post jobs just for the sake of checking it off your to-do list, you’re going to see little to no return. You might get applicants, but that is not synonymous with engaged, nurtured candidates.
- Reactive hiring. We hear it all the time: workforce planning doesn’t happen in a way that sets recruiters up for success. Companies must get out of the old order-taking model, which limits creativity and the ability to compete with companies who are taking a more modern approach.
- Outdated employee value proposition (EVP). Career sites, such as those for Starbucks, PwC, and Merck, are perfect examples of relevant EVPs that appeal to today’s candidates. They clearly demonstrate their care for the whole person through the use of community imagery, inclusive language, and copy that tells potential candidates about the impact they would have in the world if they joined. This will only continue to increasingly matter and without it, you will lose people before you even get to hello.
- Recruiters as sourcers. Recruiting and sourcing are two distinct jobs. You wouldn’t ask a CHRO to do the work of a CFO and vice versa. This is how different recruiting is from sourcing. In the absence of sourcing, you lose to your competition out of the gate.
- Automated sourcing in lieu of human sourcers. There is no replacement for human connection in recruiting. AI for sourcing is recommended as a tool to help build the top of your funnel and enable efficiency, therefore leaving more time for sourcers to nurture relationships — the human way.
As you are looking at next year’s hiring goals, think about what you will do differently to get you “there.” Now is the time to gather your facts and build your business case, which should include dedicated sourcing.
If you don’t have the budget for additional FTEs, consider partnering with Beacon Lane through our on-demand solution. Here is what that looks like:
We become a seamless part of your team that…
- builds you a pipeline of qualified, interested candidates who…
- hiring managers love and hire, thus…
- saving your organization time and money while…
- enabling you to scale your recruiting function with ease and flow!
Sourcing is a game-changer for your recruiting outcomes. This is not something that you need to put on hold while you figure out processes and technology (which we can also help with :-)).
When sourcing and hiring is churning, you automatically create bandwidth for your recruiters to be strategic business partners, leaving you with satisfied clients.
