Do you know why you’re finding it hard to close jobs?
- Are you finding it hard to discover relevant candidates?
- Are candidates not responding positively or at all?
- Is there a high drop off rate through your interview process?
- Or, after everything going according to plan, on Day 1 — candidates don’t show up!
Sometimes these might seem like challenges beyond a recruiter’s control. You know you’re putting in the effort, doing all the work necessary to assure a successful closure and still — the results are consistently disheartening and you’re back at square one. So how do you fix it?
By going back to square one and changing practices that are probably causing these issues in the first place.
1. Why Job Descriptions don’t work anymore.
Traditional JDs that simply list out a list of generic requirements do not stand out to a candidate who, in all likelihood, is being approached by other companies for the same role. As Lou Adler points out :
As more good candidates go online to look, the objective of a job description should not be to pre-qualify the person, but rather to generate interest in the position and company.
So it’s important to describe the role from a candidate’s perspective by creating an ‘Opportunity Profile’- which documents everything your ideal candidate will want to know about the role before interviewing with you, and helps them understand what differentiates your offer from all the others.
Creating an Opportunity Profile not only earns a candidate’s trust, it also allows business and talent acquisition teams to fundamentally align from the very beginning. By defining your ideal candidates, recruiters can now target only the most relevant candidates thereby improving the quality of talent and reducing candidate drop off due to mismatched expectations.
2. Why non-personalized engagement won’t cut it anymore.
While the personalization of recruitment emails has already been widely encouraged, it’s important to note that its success depends on the level of effort put in. According to Aline Lerner’s study into recruiter emails —
Adding a little bit of personalization didn’t appear to matter at all; in fact, the introduction rates for both impersonal and somewhat personal messages were virtually identical. On the other hand, truly personal messages had a 73% introduction rate.
Apart from truly personalized reach outs, another elementary mistake recruiters are prone to make is erratic engagement. When you set expectations with a warm email, the worst thing to do is suddenly drop the experience by not following up with candidates. And honestly, this can seem impractical when you’re reaching out to hundreds of candidates but when you’ve already targeted only the most relevant talent, it becomes easier to build relationships through consistent engagement. This not only delivers on your promise of an improved candidate experience, but has a direct impact on decreasing candidate drop off and increasing join rates.
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3. Why you need to make your interview process more transparent.
While a certain percentage of drop off is inevitable, the health of your hiring pipeline is inversely proportionate to the drop off rate so it’s important to closely monitor this metric.
Again, this can potentially be fixed by going back and looking at your entire hiring funnel from your candidate’s point of view. Is your interview process meant to highlight a candidate’s unique capabilities, or designed to test a narrow set of skills? Does the candidate understand in advance what the interview process is going to look like so they can prepare appropriately? If the goal is to get top talent onboard, it’s important that you set them up for success.
According to Sucharith Menon, Former Head of Talent Acquisition at Fractal Analytics —
The key to a good process is transparency. Every candidate interviewing with Fractal has a clear idea of what they are signing up for and how long it will take. Running away from a candidate’s questions or going cold as they express interest isn’t going to leave a great impression.
4. Why you might need to re-evaluate your candidate experience.
Candidate experience may have been the ‘buzzword’ in HR a couple of years back, but its importance and impact continues to be one of the highest priorities in recruitment. Candidate delight is not a one size fits all programme.
Creating Personas as part of your Opportunity Profile exercise helps you understand what would matter to different kinds of talent. And you need to build an experience based on that. Would they enjoy spending a day with the team during the interview process? How much information do they require to be able to make a decision? Once you answer these kinds of fundamental questions — institute a feedback loop so you can learn from experience and optimize your hiring funnel to what works best.
Remember that when you lose a candidate due to bad candidate experience, you are losing their entire peer group. And with 59% of CIOs saying that a skills shortage prevents their organization from keeping up with the pace of change, this is simply a risk your company can’t afford.
With 36 pages of worksheets, charts, templates and inputs from top HR leaders, The Complete Guide to a Leakproof Hiring Funnel will help you optimize hiring processes end to end.