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Hi Recruiters,
If you’re scrolling LinkedIn today instead of enjoying political discourse at the Thanksgiving dinner table, I get it. As much as I love my extended family, sometimes a “strategic break” is needed to maintain the good vibes.
Speaking of good vibes, please click play on the video below to add a little Autumn ambiance to your reading experience:
Ahh It’s so warm and cozy. As I was saying…
In many ways, it can feel like much of the hiring world is taking a strategic break (at least as compared to recent times). Job gains in October fell well below the monthly average for the year, with “moderation” in gains being expected to continue. The slowdown — while not directly felt by all — is sobering for those looking for work, and a challenge for those whose teams have shrunk, leaving them feeling overwhelmed. The good news for talent pros? Less than half of employers feel they have strong capabilities on their recruiting strategy and process. With talent and recruiting talent lagging demand, perhaps we’re nearing an upswing.
In times like these I have to remind myself to take stock of the good things. The irony is, it’s easier to do when you have the time to step back and reflect. I guess that’s what the holidays are really all about — taking measure of what is good in life.
I recently wrote about the importance of measurement in recruitment. Somehow, measurement still seems to be a hurdle for a lot of recruiters. A 2023 hireEZ survey found that 50% of TA teams don’t even have access to candidate engagement metrics.
I think sometimes we fail to measure because we’re afraid of what we’ll find. Maybe you sense that your time-to-fill has slowed, open rates have plummeted, pipeline has become harder to build, or other metrics getting vaguely worse over time. It’s tempting to sweep what you don’t want to see under the rug. But if you don’t investigate, how can you know what the truth is?
What’s helped me is to see it another way: Rather than be afraid (or simply unmotivated) to find out what doesn’t work, recruiters should be excited to discover what does. Only then can you focus and build on what you’re doing right, and the rest (as they say) will take care of itself.
So, I’m curious to know from you: what recent change to your practice has been working? (Please share in the comments.) I’m looking forward to what you all have to say. And don’t be shy! Sometimes the smallest, seemingly most obvious ideas are something your peers would never think of. Feeling empowered to share is the special thing about this community. On that note…
Some recruiting tips age like fine wine. I came across an older article from our friend 👋 Angie Verros, discussing how you can create positive outcomes even when doing the not-so-fun parts of recruiting, like rejecting candidates.
The big idea? By braving the discomfort of actually being real and honest with people, you can potentially yield future referrals or keep a great line of communication open with a candidate who could be the right fit for a job later on.
Lately, we’ve been talking collectively about the decline seen in the candidate experience. As Angie says, “the last thing you want your candidate to feel is that they’re just another number in the system.”
With every candidate interaction, we’re asking for something from another person — their time, energy, attention, etc. The very least we can do is treat them with gratitude in return.
And that goes for ourselves, too. An easy way to start is to simply take measure of the good things in life.
Kunwar Ishan Sharma here! Short week this week, but you may be interested in a few new things:
Thank you for being a part of the community, and we’ll see you next week.
— Recruiters
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