3 Talent Acquisition Tips from iCIMS’ Caitrin O’ Sullivan
July 13, 2009
Caitrin O’Sullivan, Public Relations Coordinator at talent management platform, iCIMS’ recently wrote a guest article for EmployeeScreen University entitled Three Tips to Make the Most of a Recession. Caitrin points out the proverbial “silver lining” for recruiters during this time of economic turmoil.
Three Tips to Make the Most Out of A Recession
While it may be a turbulent time, all is not for naught. There are many ways to not only weather this storm, but to actually leverage it to better prepare for the inevitable pick-up of the economy.
Drowning in a sea of resumes?
The number one complaint we’re hearing from hiring managers and recruiters is that they are being absolutely inundated with resumes, to the point that they simply cannot handle the overload.
A recent study showed that while the number of jobs posted online has increased greatly in the past ten years, the number of applicants online has also increased, but at a much faster and greater rate. Therefore, even before the recession, there were far more applicants than job postings, and that effect has become even more prominent since the downturn began.
A larger applicant pool may seem like a great thing at first. However, if you review a resume for an average of 45 seconds, and you receive 700 resumes for one posted position (which is not at all an uncommon number when unemployment is at a soaring rate) it would take one recruiter almost 9 solid hours to get through that stack. Additionally, more candidates does NOT equal more qualified candidates. The amount of true talent may stay the same, while the amount of noise and detractors grow.
One best practice that recruiters can follow is to utilize an Applicant Tracking System (ATS). While most medium to large organizations already have an ATS, or Talent Platform, in place, it is crucial in this economy that you actually leverage that technology and all that it has to offer. Not only does it make it easier to search and screen candidates, doing away with filing cabinets and email folders, but it also ensures that no top talent will get lost in the shuffle by having all of information centrally stored.
A particularly useful element of a Talent Platform is the Requisition Management tools included, which are crucial to help HR professionals weed through the influx of resumes. These easy-to-use tools enable users to create screening and “knock out” questions that trim down the unmanageable candidate pool considerably. This allows you to devote more of your time to looking at qualified candidates, as opposed to wasting resources wading through non-qualified candidates, all the while maintaining EEO and OFCCP compliance. This helps better allocate time and money, and also helps HR teams create and maintain more consistent hiring processes.
Automating and streamlining the applicant tracking process, including everything from resume collection to EEO reporting and more, undoubtedly saves overwhelmed recruiters’ time, but also makes the process more efficient and enables more accurate and detailed reporting to provide greater visibility into the organization’s bottom line.
You may think with decreased hiring, a Talent Platform would become obsolete. But any flexible Talent Platform can match your needs in lean times, while maintaining the ability to grow with your organization once hiring initiatives resume. Implementing and leveraging a flexible Talent Platform to help you meet long-term recruitment goals is a common best practice of top organizations.