What do you do if your recruitment efforts are falling flat?

If recruitment efforts are falling flat, I will reassess our strategies, focusing on understanding the root causes of the challenges. I'll collaborate with the team to identify areas for improvement, such as refining job descriptions, expanding sourcing channels, or enhancing candidate engagement tactics. By staying agile and proactive in adapting our approach, we'll pivot our recruitment efforts to better attract and retain top talent.

To revitalize recruitment efforts, I'd assess the process, analyze the job market, and seek feedback. Enhancing employer branding, refining job descriptions, and diversifying sourcing channels would attract more candidates. Streamlining the hiring process, investing in training, and considering alternative approaches would ensure efficiency and flexibility. Monitoring metrics for ongoing adjustments would optimize outcomes.

Es importante tener una estrategia definida para poder establecer un recorrido por todos los canales disponibles por los que pueden postularse los candidato/as. En el diseño no sólo tiene que participar Recursos Humanos debe estar implicadas todas las áreas organizativas así como ser conocida por todas las personas de la empresa. Para ello hay que dar difusión en todos los canales de comunicación incluida nuestra área privada. Si la estrategia no está bien definida a nuestras necesidades y no le damos difusión difícilmente vamos atraer talento. En la estrategia no debe faltar transmitir la cultura y la experiencia empleado/a que nos va a servir para atraer pero también para que nuestros compañero/as recomienden nuestra empresa.

Reconsider your employee value proposition. Identify what differentiates your organization from its peers as an employer. If your employe value proposition is not clear, define it. If it’s not communicated within your strategy, identify ways to embed it in every aspect of your recruiting process.

En mi experiencia cuando trabajo con mis clientes y tenemos necesidades de contratación, definimos muy bien los OKR de contratación para los trimestres más cercanos, definimos bien el perfil de los candidatos y tenemos un timing establecido para hacer revisión y feedback de los resultados.

Inovar em relacionamento humano é um clichê que merece reflexão… Já inovei em vagas de estágio, onde falamos sobre a cultura, o dia a dia que estaríamos promovendo para que pudesse incentivar a pessoa aceitar um convite de dinâmica. No entanto, quando se trata de candidatos experientes, o básico bem feito trara resultados consistentes, como uma abordagem gentil e educada e principalmente, o acompanhamento ao longo do projeto e dar retorno. Isso ao longo prazo marca a experiência no mercado e diferencia uma marca da outra, atraindo recomendações e referenciando que é uma marca que realmente cuida de pessoas.

Wie wär’s mit neuen Rekrutierungsmethoden, wie virtuellen Jobmessen oder einem frischen Wind in deinem Social-Media-Auftritt?

Recruiting in the new retaining. A practical yet appropriate string is to be used for hiring.Old methods of hiring will not always be the best solutions.Every mandate is looked at different .Understand the industry,domain expertise,key skills v/s secondary skills needs to be mapped.A different approach for different levels.Social media,headhunting,job boards,advertising all have different target audience. Attact talent based on branding and visualize the key skills

- Collaborate with marketing in understanding the perception around employer brand - Take feedback from recruiters, candidates pool who joined, declined, got rejected to understand the feedback around recruitment process - Leverage a tool to capture data across different steps and analyse that to under the drop ratio - Be creative in terms of sourcing and devise a more ongoing sourcing strategy as against initiating sourcing when the hiring need opens

Involvement of recruitment along with business is the best combination to a quality hiring.Collabration with stakeholders not only leads to detailed understanding of candidate but also improvement in process and outcome yielding to best results

Existen muchos factores que pueden estar afectando los procesos de Atracción de Talento, es importante que lo midas....para que lo detectes con mayor facilidad y realices los ajustes, entre ellos: 1. Oferta y Demanda Laboral 2. Velocidad o agilidad del proceso 3. Fuentes de Reclutamiento 4. Marca Empleadora 5. Salarios 6. Tus proveedores de evaluaciones 7. Proceso de registro y filtro

Se suele analizar el problema sin tener métricas de reclutamiento, lo cual difícilmente podría explicar las causas de los principales factores a mejorar. Es clave disponer de tiempos, fuentes principales, volúmenes, perfiles más y menos comunes, encuestas de satisfacción en todos los stakeholders, etc.

Schau nicht nur auf die Quantität der Bewerbungen, sondern auch auf die Qualität der Kandidaten und den Return on Investment deiner Bemühungen. Datenbasierte Anpassungen können eine große Wirkung haben.

Experince is the primary seed to a qualitative hiring process.Track your recruit based on cost per hire,time to hire,quality of hire, retention techniques benchmarking the best traits.Recognize and reward acheivers. Analayize the strength and weaknesses, opportunities v/s threats & make changes for continuous improvement

Review your strategy: Analyze sources, channels, and candidate experience. Collect feedback to identify gaps and adjust for target segments. Innovate your approach: Experiment with AI, social media, and flexible work arrangements. Emphasize employer brand to attract diverse talent. Collaborate with stakeholders: Align goals with managers, partner with agencies, and enhance credibility through collaboration. Evaluate your results: Track metrics, gather feedback, celebrate successes, and update your strategy for continuous improvement.

Go bold - start from scratch. Do not use any of the methods or approaches that you have been using over the years. Find new resources. Engage with third-party companies that may offer options and solutions that you have never tried before. Have different staff members get involved with the process. Anything to be bold, exciting and innovative - a good shake-up is needed every once in a while.

Recruitment is not about keywords, it is a combination of job specs, acheivements, weakness and areas of improvement in a mandate which need to be holistically consolidated