Jobs are being created all over the country – according to the U.S. Bureau of Labor Statistics, an average of 272,000 jobs have been generated every month for the past three. In addition, June alone saw 288,000 jobs made. For job seekers, this is good news, especially in light of the unemployment rate, which dropped to 6.1 percent. Yet for recruiters, job growth means fewer applicants vying for open positions during the talent acquisition process, which can mean a narrower talent pool to choose from. CBC affiliate KYW reported many professionals in the staffing and recruiting industries are considering the labor market to be switching in job seekers' favor, making it more of a job seekers' market than one that benefits employers more.
According to an article in TLNT, some recruiters continue to draw out the hiring process, however, and many are missing out on bringing great workers into the fold because some of those potential hires have already accepted other job offers. Recruiters can find themselves in the situation of having to reach out to their second or third choices for workers due to this. To boost the chances of employing the best worker possible, recruiters need to adjust their hiring processes and take steps to prevent great hires from getting away.
Speed Up the Talent Acquisition Process
According to TLNT, one of the main reasons recruiters can find their job offers rejected is because the hiring process had taken too long. Accelerating the process can improve recruiters' chances of securing candidates' acceptances. For instance, keeping the interview process short, such as only conducting two or so rounds of interviews instead of three or four, can result in candidates staying invested in the position. In addition, taking a week instead of two or three to come to a decision can be the difference between the company getting its first pick and having to reach out to less-qualified workers.
Ask Candidates About Their Doubts
Many job seekers choose to walk away from job offers because they have concerns about the position, how they would fit into the company and even what types of benefits they would receive. A piece in Recruiting Blogs by Ross Clennett, recruiting industry coach and speaker, noted job seekers who decline offers because of their concerns had those doubts from the very beginning of the recruiting process.
Salary and benefits may be some of job seekers' chief concerns, as well as how the business runs on a day-to-day basis. An article by The Muse in Forbes noted most job seekers ask themselves certain questions about the job as the talent acquisition process runs on, and these queries can increase the longer the recruiting process goes. Yet some workers may not be open about their feelings or ask questions to alleviate those worries, and recruiters can be left unaware that candidates had these issues. Their concerns could have been addressed by the recruiter in the interview asking the simple question "Do you have any concerns or doubts about this position?"
Stay in Communication
Perhaps most importantly, recruiters need to keep candidates up to date on how the talent acquisition process is going. If job seekers are left wondering when hiring managers and recruiters will make a decision, these candidates may be more open to accepting another job offer. While recruiters don't have to tell job seekers exactly when a decision will be made, giving them a time frame in which to expect an answer can be beneficial. It's also important to then follow up if the decision continues on past that point.
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