2 minute read
Candidate shortage: Two long-term tactics you ought to be considering
The Great Resignation is in full swing and it’s no surprise that candidates today are calling the shots. So here’s my question to you: what are you doing to help your recruitment agency win, not just today... but for tomorrow and beyond? Vincere's Amy Street writes.
Top performing recruitment agencies are planning for talent shortages and tweaking how they operate.
Making CX (Customer Experience) your differentiator
As a recruiter, placing well suited candidates isn’t your only concern. Keeping your clients happy is also top priority.
If you can make Customer Experience your unique selling point, your agency will win more business. Especially in a candidate short market, recruitment is all about building relationships and then delivering.
Audit all your customer touchpoints including Net Promoter Scores, reviews and feedback. Keep an open line of comms, period. This is more important than ever right now.
While video can’t replace inperson interaction, innovative recruitment agencies across Australia are leveraging video not just for interviews but also business development, outreach and most importantly personalized interaction with candidates and clients. Think check-ins with your top clients and workers.
Rebuild your candidate database strategy
Is your job board spend increasing? Kudos to you if you know the total average spend on job boards per month. What about the return on investment per job board? If you’re stumped, it’s probably time to stop throwing money at job boards.
In a candidate short market, the smarter approach is to work with what you've already got. Look inwards. The last thing you want is a competitor placing a candidate you got in your database.
It’s time to take control of your data and transform your database into a lean and mean placement machine. All it takes are small changes that will go a long way.
Focus on skills over keywords. The right coding of skills will help you find qualified candidates quickly without the reliance of complicated Boolean strings. This also helps you filter out candidates that bluff using keywords in their resumes.
Candidate pools and segmentation. Organizing your database by categories using tags like skills, location and experience will make it so much easier (and faster) for you match candidates to jobs.
