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Hi Recruiters,
Can you tell me what your biggest challenge is lately?
Maybe you’re learning the ins and outs of a new industry. Maybe you’re trying to automate workflows and reduce waste in your hiring process. Or, if you’re like me, maybe you’re just struggling to fit yourself, your luggage, your purse, and perhaps a child, into the bathroom stall at the airport (No? Just me?).
Whatever it is you may be dealing with — recruiting related or not — I want to hear about it. And I want to create more space for recruiters to share and discuss it all: big, small, personal, ridiculous, happy, sad, etc. Because I believe, as recruiters, it’s all relevant.
By understanding that everything people go through in life has an impact on their life at work (and vice versa), we can better understand talent, and become better recruiters. After all, we’re in the business of people.
That’s why we’re launching For Recruiters, By Recruiters — a weekly newsletter where myself and the hireEZ team invite our friends and broader recruiting and TA community to talk about what’s happening in our worlds and learn from each other.
With each issue, we’ll surface discussions happening in our community, ask for your commentary, and share news and insights all in an effort to create conversation centered around this industry we all spend so much time thinking about. Oh and we’ll be sure to include some fun surprises along the way.
If you’re reading this, thank you for joining us on day one!
To kick things off, please comment below:
I’d love to know from all of you. And in next week’s issue, we’ll surface trends from the conversation.
In the meantime, let’s talk about a major challenge that seems to be top of mind for most recruiters lately: the changing expectations and outcomes of the candidate experience.
In the recent episode of Recruiter Therapy, Steve Levy shared data from Talent Board which shows “great candidate experiences” today have dropped from a high of 31% in 2021 down to 26%, while “poor candidate experiences” (AKA resentment rate) have risen sharply over the same period.
Co-host Paul DeBettignies says this trend should trigger all recruiters to “Please, for the love of Goldy Gopher… go fix your companies’ candidate experience.” To do so, he suggests auditing the experience yourself to look at what can be improved — from the time of first interaction to when an offer letter is signed — and urges recruiters to be uncomfortable with the status quo. (Don’t worry, I didn’t know what a Goldy Gopher was either.)
But how do you know if your candidate experience is in need of a facelift?
One data point to consider is how often you’re getting ghosted by candidates. A hireEZ survey of over 121 recruiters found 57% say they are sometimes ghosted by candidates during the screening process. Additionally, as Keirsten Greggs points out in a recent video, 95% of recruiters in 2023 have been ghosted by candidates after the first interview.
To begin to fix the issue, Keirsten says recruiters and job seekers have to work together. It’s a great reminder that hiring is never a one-sided process. As recruiters, it’s on us to control what we can control by discerning what might be throwing candidates off and changing our habits. Start small. Something as simple as improving follow up time could have a big impact on your success.
What’s working for your practice?
My guess is most of you stay in this business for the same reason I do: The reward (and ensuing dopamine rush) you get when you help someone land a great new job. We recruiters get to change lives and offer people new opportunities to succeed. It’s pretty cool.
But too often TA teams lose focus on the experience they are providing, trading timely follow-ups for rigid processes, replacing meaningful outreach with impersonal email blasts, or simply forgetting to care for the human on the other end of the screen. As Steven Jiang said in his recent HR Tech keynote, “Engagement is more than just copying and pasting an email.”
With all the tech at our fingertips these days, recruiters should be using solutions to free up time for important needs, like personalization — to make hiring more human and improve the experience for candidates.
Because at the end of the day, most of our job is just conversation and engagement.
Kunwar Ishan Sharma here! As Digital Marketing Manager at hireEZ, I’ll be chiming in to share additional community resources related to the topic each week:
Thank you for being a part of the community, and we’ll see you next week.
— Recruiters
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