The End of "One Size Fits All" Recruiting: Part 2

Finding the right mix

The Essential Talent Acquisition Blend: Efficiency and Engagement Talent Acquisition

In part one of this blog series, I made the case that the cost of one- size-fits-all recruiting—approaching every candidate and hire the same—is far too high. With the great recession far behind us, it’s time for businesses to stop sacrificing the candidate experience, their recruiting mobility and their employment brands. After all, add those three losses up and you get one devastating deficiency: the inability to recruit and acquire top talent.

Now it’s time for me to offer up solutions on how businesses can bring back people and customization to recruiting processes that have become sterile and lack personality. My advice is to look for opportunities to create more engagement across the talent acquisition life cycle. Outsourcing may be efficient but is it delivering the skills

you need and retention you expect? Technology can save time but is it blocking personal connections between hiring managers and talent? What businesses need to find is the right blend between strong recruiting efficiency (the systems and tools often leveraged to generate greater effectiveness in on-size-fits-all recruiting) and good personalization (people-centric processes that foster strong engagement with potential employees). Here are tips on how to get closer to a more blended, people-centric talent acquisition approach.

Leverage Trending Data.

To make the right changes you have to understand what’s happen. Data drives the Gig economy, and it is an extremely valuable resource for helping a business identify what is working and what is not when it comes to internal recruiting processes and outsourced recruiting solutions (staffing vendors, RPO, etc.). Are certain vendors more effective? Does outsourced recruiting work for some roles but not others? Answers to these questions help businesses identify where challenges are and if more personalized and/or internal resources can change the results.

Trending data can also help a business figure out where their best talent resources are and who is most likely to stick around. Are professionals with the skills the business needs more likely to respond to social engagement or direct outreach from a recruiter? Are professionals with certain shared experiences (such as skill sets, degrees, internships, etc.) more likely to stay longer on the job than others? Through trending data, businesses are able to target who the recruit and where they recruit them, personalizing interactions to engage candidates who are most likely to take interest and succeed.

Customize the Candidate Experience.

Candidates have very different career needs and workplace expectations based on their skills, their backgrounds, the generation they belong to, their previous work experience and much more. It’s important for businesses to find ways to engage people by their unique career interests and goals whenever possible. To do that requires customizing

the candidate experience so that applying for a job at the business does not feel like applying for a job at just about anywhere. Candidates should get a glimpse of the culture and values that make the business unique, enough to pique their interest.

Now more than ever businesses need to customize the candidate experience to ensure they see and know the organization from the perspective that means the most to them. Take for example the millennial generation and how their career needs and goals differ from other generations. According to Gallup’s seminal “How Millennials Want to Work and Live” report, 87% of millennials say that “development or career growth opportunities” are essential in a job. Customizing the candidate experience to showcase those opportunities is one way for businesses to attract and engage this generation. Diversity and inclusion are also important workplace issues that weigh heavy on the minds of many job seekers today. It’s important for candidates understand the diversity mindset and opportunities of an organization and that can happen by customizing the candidate experience to address the issues most important to them.

Increase and Segment Workforce Planning.

To better leverage the recruitment resources they have, businesses also need to improve and segment both workforce and succession planning. If companies get better at forecasting needs and cultivating internal talent by skills and domains, they reduce the demand on recruiting resources and give the business more opportunities to personalize and customize external recruiting efforts.

Outsource Strategically.

Finally, it’s important to customize outsourced recruitment partners and processes. Worried that I said that wrong? Nope, I meant it. It’s important that outsourcing partners are also working to personalize their recruitment efforts to the business and employment brand. The competition for talent is often tough, which often makes outsourcing partners essential in accessing talent fast. However, it’s equally essential to ensure those quickly found candidates and their career ambitions align with the work, culture and values of the business.

Alignment via outsourcing requires indoctrinating partners into the business and culture. I caution any organization against building a single RPO machine that is all about repetitive processes and generic workflows. RPO can be better than that. We know it because we do it every day at Novo. The work, the employees, the values and the culture form the core elements of an employment brand. Outsourcing partners should be experts in recruiting talent that works well for the business. In addition, they should embrace opportunities to share the employment brand throughout the candidate experience, from communicating core values and company culture in job requisitions to providing opportunities to speak with team members who know the work and environment.

Goodbye One-Size-Fits-All.

In the end, the old adage about “finding the right fit” holds true in employment today. One-size-fits-all recruitment strategies and partners do not work because there are not one-job-fits-all employees. Fit matters and differences count. By making room in the talent acquisition process for elements that make a company unique—values, culture, opportunities and mission—businesses will improve their ability to engage and hire the top talent they want and need.