The skills shortage in many industries is just the tip of the iceberg for the frustration of human resources management professionals. They are also experiencing a serious lack of technology and shortage of data to help them with their talent acquisition initiatives. In fact, a recent study from Jibe, a provider of recruiting technology solutions, revealed 46 percent of the more than 100 in-house recruiting professionals stated that they were very unhappy with their current technology. In addition, 27 percent of respondents even said the solutions they have at their disposal get in the way of them being able to complete their roles.
“The recruiting market is in the midst of a massively significant sea change,” said Alison Shurell, chief marketing officer for Jibe. “With increasing strategic importance placed on talent acquisition and HR groups, a raft of new and old technologies to manage, the rise of big data and recruiting analytics, and the ever-elusive chase for the optimal candidate experience, today’s recruiting landscape is as challenging as ever.”
Big data totally changes the recruiting game.
Tying together data from job boards, social media, vendors, CRMs and other sources all in one platform can allow recruiters to easily sift through all of the candidates they have at their disposal, stated an article for Talemetry Today. However, these solutions are simply not at the fingertips for many of today’s human resources professionals, which can hurt talent acquisition processes at many organizations throughout the country.
The Jibe survey showed 47 percent of recruiters said integration of their recruiting and HR systems would be the most valuable technology upgrade, while only 32 percent of recruiters find it easy to derive value from data or metrics from the systems that they have at their disposal. Working with antiquated systems can make it even more difficult to come across the employees that companies need to add to their workforce.
Make candidates want to work for the company.
Many job seekers who possess the skills that are in high demand want to be impressed by their next employer, and they have high expectations for what they want during the recruiting process. The Talentry Today article stated that the most innovation solutions available for recruiters allow them to build branded user interfaces specific to things like role, skill, location, level and much more.
“The ability to create custom workflows for different roles, add screening questions, and track and analyze the effectiveness of different workflows leads to a better candidate experience where more of the right applicants move through the hiring process,” according to the article.
Unfortunately, many of today’s recruiters don’t have access to tools that can help them land the next superstar at their organization, making the skills shortage an even bigger nightmare. Beefing up data mining capabilities for HR professionals should be a high priority for business decision-makers who want to get serious about the hiring processes. Investing in the right tools can go a long way for recruiters.
Not finding the right candidates? It could be your HR management system. 47 percent of recruiters list that an upgrade to their technology would help them find better candidates. Not interested in replacing your HR system? Speak with a recruiter from BCS ProStaff and let us find the talent to you.