Are traditional recruiting practices up to the challenge of the Great Resignation? It’s not clear.
New research by industry analyst firm the Josh Bersin Company found that over-reliance on old-style job posting, advertising and traditional interviewing are among today’s least impactful recruitment practices.
The study also showed that high-performing companies realize improved results when they pivot to a “total employment value proposition” that stems from better internal mobility and training, support of recruiters, and use of the most modern HR technology.
Titled the Definitive Guide to Recruiting: Human-Centered Talent Acquisition, the report said competition for talent has never been more fierce, with 1 in 5 corporations surveyed averaging over 1,000 open job requisitions. Despite the urgency, the research found that:
- Only 1 in 4 employers design jobs with clear opportunities for skill development and variety.
- Just 11% promote a culture of internal mobility.
- Only 8% actively recruit from under-represented groups.
“Job seekers are very discriminating, forcing employers to totally rethink their game,” said Bersin. “And in industries like healthcare, retail, hospitality and distribution, hiring has almost become a source of operational crisis.”
5 Strategies to Make TA Work
To combat that lack of progress, the report proposes five strategies, including:
- A Holistic, Appealing and Authentic Employer Brand: A complete and integrated employee value proposition should be the number one focus for TA functions. The report said a strong employer brand and active listening to the workforce can increase the likelihood of exceeding financial targets, “delighting” customers and innovating more effectively.
- Focus on Recruiters’ Expertise: Companies must find and support expert recruiters, train their recruiting team and connect them to the entire HR strategy. Companies that invest in their recruiters are more likely to achieve high levels of customer retention, the report said.
- Recruit Internally as Well as Externally: Internal mobility strategies – including temporary roles, project work, rotational assignments and mentoring – should all be included in the recruitment process. When companies encourage a culture of movement and growth, they’re more likely to see innovation rise and be recognized as a great place to work.
- Focus on a Wide Range of Capabilities: Employers must put skills and capabilities at the center of their talent acquisition strategy. Technical skills are not enough. When companies hire for behavioral skills in addition to technical expertise, performance notably improves.
- Invest in Modern Recruiting Technology: Companies that employ AI throughout their recruitment processes are four times more likely to maintain a strong candidate pipeline, Bersin said. Those that leverage a variety of digital-hiring solutions – such as online assessments, virtual interview platforms and pre-hire chatbots – are twice as likely to attract and recruit the right talent.
“Talent Acquisition is probably the most important task of any business right now,” added Bersin Director of Research Janet Mertens. “It’s time for CEOs and CHROs to transform the function.”
By Mark Feffer
Mark Feffer is executive editor of RecruitingDaily and the HCM Technology Report. He’s written for TechTarget, HR Magazine, SHRM, Dice Insights, TLNT.com and TalentCulture, as well as Dow Jones, Bloomberg and Staffing Industry Analysts. He likes schnauzers, sailing and Kentucky-distilled beverages.
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