We know that the issues that plague people in talent acquisition today are not easy to solve. Surprisingly, technology is what created many of these issues in the first place, and one in particular: time to find. Time to find is a metric that concerns every recruiter (and job seeker, for that matter), yet it’s being stretched even longer due to the sheer size of our technology stacks.
Time to find hasn’t always been this long.
In my early days, I could present candidates in far less time, because when someone asked me if I knew a great fit for a job, I could rattle off a few names easily. The hard part was getting them to accept the job, but even that was easier than it is today, as 4 out of 5 of those names had a relationship behind them.
time to find is a Problem
Time to find is an issue that I know affects business leaders because they have personally come to talk to me about it.
Many recruitment departments are drowning under the heavy burden of candidate information they can’t possibly sift through manually. When faced with the abundance of information gleaned from social profiles, employee data, salary ranges, and competitive intelligence, many recruiting teams find it difficult to translate it into something that makes any sense, much less something they can use to recruit better or faster.
Just one-third of HR managers describe their proficiency with data as “good” or “excellent” — which means the majority of HR managers can’t use the candidate information they have. Without the ability to quickly sort qualified candidates from the rest, recruiting takes longer and results in an extended time to find.
The more I talked to engagement leaders about these issues, the more I realized the need for a technical time-to-find solution that leaves more time for the human part of recruiting.
It’s a Human Process
Successful recruitment, after all, is fundamentally based on human interaction. Technology will only help resolve the busy work that keeps recruiters and HR managers from interacting with their candidate pool; actually interacting with candidates once the barriers are removed is up to them. Our COO Dominic Barton explained the human side of big data in a recent article:
..Many still see big data as a deluge of numbers they don’t understand, and thus couldn’t benefit from. But from where we sit, the number-crunching of data is a means to an end. Much more interesting than the how of big data is the what, the results.”
In other words, the part of recruiting that really matters is introducing the person to a new job or opportunity. Technology should have made that the only part left for us to do. Instead, we find ourselves faced with frustrating piles of digital detritus (say that five times fast) that slows our progress instead of hastening it.
Our goal is to show you how to move ever closer to that elusive goal of zero time to find, so you can minimize time to hire from an extraordinarily lengthy process back to the quick (but complex) human interaction it should be. Understanding things like which job boards work best and at the best cost, which recruiters are the most efficient in a given medium, and even how well the referral program operates is crucial to moving toward this new reality.
Throughout the month of August, our resident talent advisors are discussing issues around the biggest recruiting issues right now. Join Dominic Barton and me as we explore time to find challenges — and solutions — in more detail at Empower 2015 in Chicago.