Because the financial system will get again on its toes and extra People change into vaccinated, there was an upsurge in job alternatives obtainable. What employers are discovering although, is that few candidates are making use of. Much less candidates are responding to job postings, which is a whole 360 from a 12 months in the past when unemployment charges have been on the highest ever and job alternatives have been far and few in between. So, what’s the reason for the “candidate scarcity”?
A latest article from USA Right now Money¹, studies that many People are anxious about switching jobs in the course of the pandemic as a result of well being and monetary dangers. It is a “secure” choice to remain on the firm they’re at present with. Others are content material with the unemployment advantages they’re receiving. In some instances, staff are making extra money “unemployed” then in the event that they have been working. They do not have an incentive and will not be motivated to go to work after they can make more cash staying residence. This has prompted staffing and recruiting companies to focus their methods on reaching out to candidates which can be already working. Recruiters have even begun reaching out to competing corporations to recruit expert staff and low-mid stage managers, which is normally a tactic for recruiting high-level executives.
As staffing and recruiting corporations provide you with new methods to seek out candidates in the course of the “candidate scarcity”, your applicant monitoring system (ATS) is a crucial useful resource that can’t be missed. There will not be solely a number of instruments you’ll be able to make the most of in an ATS, nevertheless it homes a whole bunch and, in some instances, possibly even 1000’s of candidates proper in entrance of you! On this article, we’ll take a deep dive right into a handful of useful instruments to benefit from in your ATS.
The primary necessary piece of data you’ll be able to pull out of your ATS is a report in your candidate referrals. Up to now 3 months, by way of what supply are essentially the most candidates coming in to your database? Is it by way of a job board, social media, chilly calling? Taking a look at this data can assist decide what “at present” is the perfect supply so that you can recruit candidates. You’ll be able to then focus extra of your efforts on the sources which can be at present performing just a little higher than others.
Using Searches and Pipelines
Each the search capabilities and pipelines in your ATS are highly effective assets for you when looking for candidates. As famous within the introduction, your ATS might maintain a whole bunch and even 1000’s of candidates at your fingertips. Using your searches and pipelines in your ATS is a good place to start your seek for candidates.
Pipelines are a useful gizmo when constructing a listing of “prime” candidates. If you have already got a pipeline constructed, this might be a superb place to start. If a pipeline is not already constructed, then you’ll be able to start constructing a pipeline that features the highest candidates you need to attain out to. The pipelines may be damaged out by business and/or place. Breaking every pipeline out by business or place will aid you as you recruit for present positions and also will be helpful sooner or later if you find yourself recruiting for positions which can be related. These will probably be expertise pipelines you proceed so as to add to and update-not only a one-time use. That manner prime candidates will at all times be readily accessible based mostly on the business and/or positions you might be recruiting for. When you add the preliminary candidates you need to embody in your pipeline, you’ll be able to then use the search capabilities in your ATS so as to add different certified candidates.
Some fashionable searches you’ll be able to conduct embody looking out by abilities, place, employment historical past titles, location (if there’s a particular location you could recruit for), and final contacted (if you wish to slim down your search based mostly on the final time you contacted a candidate.) One other useful search choice is to conduct a Full Textual content Seek for key phrases. A Full Textual content Search scours your database for sure key phrases in a candidate’s profile, together with their resume. That is useful if you wish to search by place to see what candidates have held an identical function. As you might be conducting your searches and discovering candidates, add them to your pipeline.
Automated Workflow Surveys
You could have your pipelines constructed; subsequent you’ll be able to ship out an automatic workflow survey to those candidates! Sending a survey will assist slim down your listing to find out which candidates are enthusiastic about a job. The outcomes of the survey will assist save time so you are not reaching out to candidates that are not wanting. Some ATS options may have an integration that permits you to ship out an e-mail or textual content message that features survey questions. Primarily based on the survey response, they may routinely obtain a follow-up e-mail that matches their response. If this selection is not obtainable to you, you’ll be able to simply ship out a survey to your pipeline through a platform reminiscent of Survey Monkey® or Google Kinds®. These responses will not be automated or logged in your ATS and would require just a little extra handbook work, however you’ll nonetheless have the ability to get the identical ultimate end result.
Examples of easy sure/no survey questions you could possibly embody to gauge who’s enthusiastic about speaking:
- Are you open to switching jobs? (if they’re working)
- Are you open to work? (if they are not working)
Throughout the “candidate scarcity”, it may additionally be crucial to supply an incentive to candidates, relying on the business. You’ll be able to provide incentives based mostly on efficiency, attendance, referrals, and extra. Incentives might not solely entice somebody to work with you, however it could actually additionally assist enhance worker engagement so that they work with you longer.
Incentives can embody:
- One-year streaming service subscription
- $X value of groceries delivered to their residence with their selection of what they want!
- Month-to-month or Yearly Meal Subscription service
- Free tickets to a sporting occasion or native attraction
- Across the holidays you’ll be able to provide a free Turkey dinner for Thanksgiving or particular vacation reward
If you happen to resolve to create an incentive program or use an current one, you’ll be able to embody a query in your survey that ties into the inducement program:
- Would you be open to work in the event you might obtain a one-year Netflix subscription for attendance?
Together with a survey query that ties into the inducement program, permits you to see if they might be open to work if there was an extra incentive versus if there wasn’t an incentive provided.
Comply with-up Communication
As soon as your survey outcomes are in, you’ll want to ship out a follow-up communication to the candidates that mentioned they’re enthusiastic about a job. In case your ATS has a built-in integration, just like the above, the subsequent e-mail can routinely exit at a scheduled time based mostly on which candidates mentioned, “sure.” If you do not have an automation device, then you’ll be able to create an e-mail or SMS template in your ATS to ship out a follow-up message to those candidates. Within the message, you’ll be able to embody details about the job, the inducement program (if you’re providing one), and a manner for them to reply, “I’m .”
In some instances, it’s possible you’ll even have the ability to embody a “job settle for” hyperlink proper throughout the communication. Some ATS’s cell purposes additionally enable for the same, “job settle for” characteristic the place you ship a job on to a candidate by way of the ATS’s cell software they usually can settle for a job that manner. Together with a hyperlink to just accept the job provide, will conveniently place candidates with out additional effort wanted in your finish. Additionally it is handy from the candidate’s perspective as a result of all they should do is click on on the hyperlink to just accept the job provide.
*Your follow-up message from the survey, can are available many shapes and varieties based mostly on what instruments you might have obtainable to you.
Social Media Posting
Lastly, to enrich the above outreach, you can too use the social media instruments in your ATS to submit the job description inside your community and encourage others to share. Throughout the present “candidate scarcity”, referrals might particularly be useful for individuals who are hesitant to change jobs in the course of the pandemic. Seeing somebody of their community share your job alternative, can provide them a lift of encouragement and belief to work together with your staffing and recruiting firm.
Diminishing the Candidate Scarcity
The “candidate scarcity” can carry a wide range of obstacles to staffing and recruiting. Utilizing your ATS’s pool of candidates, along with, making the most of the strong instruments obtainable, will assist diminish any candidate shortages you might be dealing with. Discovering the precise candidates in your ATS which can be open for work is vital and following up in a handy solution to settle for a job provide will place candidates faster and simpler. Lastly, keep in mind to make the most of your Referral Report back to benefit from the sources the place essentially the most candidates are coming in from to maintain a gentle circulation of recent candidates. Quickly your candidate scarcity might change into a candidate surplus!
USA Right now Money¹