Has recruiting and talent acquisition (TA) seemed nearly impossible lately? If so, you’re not alone. Many TA professionals are struggling to find enough applicants for roles.
Things like record-high job openings and soaring quit rates, which reached its peak in December 2021, at 3%, are throwing a wrench in TA efforts across the board. On top of that, recent trends like return-to-work wars and quiet quitting may mean that TA is taking a backseat for HR departments.
If you’re struggling like so many others to even find applicants, it may be time for your company to rethink your recruiting process to expand your talent pool and find hidden gem candidates.
Go beyond the resume
One of the best ways to find hidden gems in your talent pool is to look beyond typical resume information.
Only seeking out applicants currently in the industry or with years of niche experience doesn’t cut it anymore. Not only does it limit the number of applicants you’ll find, but it also leaves out diverse candidates who may have had a different life path but are just as good (or better).
Studies show that experience does not equal better performance – so focus on skills-based tests and consider taking a bet on applicants who may not perfectly fit the bill, like those who:
- Got an untraditional education, like boot camps and nano-degree programs
- Are making a shift from a different industry, or
- Have less hands-on experience but contain the right knowledge and soft skills.
Use technology
Utilizing AI and other forms of technology is a no-brainer. Embracing new technology can help expand your recruiting efforts with a shockingly small amount of human effort.
Tech isn’t just applicant tracking systems anymore. It can do more than just help streamline processes – it can help increase your talent pool and make sure the right applicants find you. Consider using these tech tools to help:
- Recruitment marketing automation to make sure that you’re advertising on the best channels to find top talent
- Recruitment CRM systems to manage your candidate pipeline and keep relationships with your talent pool alive, and
- Game-based assessments to focus on skills instead of experience.
Look in untraditional places
Reaching applicants in untraditional places – a.k.a. not LinkedIn or typical job boards – can help you stand out while also expanding your talent pool.
Social recruiting – like on Twitter, Facebook and Instagram – can be a great way to attract candidates, especially from younger generations. However, the list doesn’t stop there.
Other places you can try searching are on dating apps, online video games or Reddit.
