5 Ways To End The Recruiting Black Hole Once And For All

Solving The Recruiting Black Hole

It's another normal Tuesday morning, where a job seeker walks into Starbucks intent on submitting her resume to several applications. She logs onto LinkedIn and begins searching for open positions in her chosen field, accounting, when she see's a post from a friend of hers who works at your accounting firm.

"Come work with us! We're hiring CPA's this quarter." The post links to a culture video from your organization. Intrigued by your brand the job seeker clicks through to your careers page and reads about the position. She logs back onto LinkedIn and messages her friend. "How do you like working there? I was thinking about applying." Her friend encourages her to apply and reassures her that your company is a spectacular place to work.
 
With growing enthusiasm she navigates to your careers page and fills out a mobile optimized application using her smartphone. Her finger hovers over the send button, she hesitates to glance over her resume one last time, and then hits send.
 
The light around her cell phone begins to bend. Tables and chairs at the coffee shop begin to swirl around and lift into the air. An intense gravitational force tugs at her sucking her into the phone. Everything goes dark.
 
This job seeker has just become an applicant and she now resides in a place where time has no meaning. A place from where no communication signals can be sent or received. A place from where there is no rescue and a place that is all too familiar to applicants.
 
Welcome To The Dark Expanses Of The Recruiting Black Hole
 
The black hole is a common phenomenon in the HR space time continuum and you may have one bending the fabric of your recruiting funnel.
 
Having a black hole in your hiring funnel is toxic to your candidate experience. Organizations with black holes have longer time to hire, greater cost per hire, and poor employee engagement. A black hole is created when a super dense mass of resumes, unengaged candidates, and forgotten applicants piles up inside of your ATS.
 
Black holes occur for many reasons, but there are three common ones that are guaranteed to produce a black hole. Overworked recruiters create black holes. When recruiters are responsible for filling upwards of 50+ positions at a time, have to make at least 8 touches per contact, and have hundreds of applicants to screen you can bet on a black hole emerging. 
 
ATS with substandard feature sets cause recruiting black holes. If your recruiters can't set up workflows to customize, personalize, and automate their messaging - it's likely you'll start to accumulate a critical mass of unengaged candidates. 
 
Recruiting communications methods that produce low engagement rates cause black holes. When your recruiters have dozens of positions, and even more candidates it's not realistic for them to provide a highly engaged candidate experience to unwanted applicants. Low engagement rates do more than just giving candidates who might not be a good fit for your role the cold shoulder. Inefficient engagement channels can make companies lose out on talent - top talent is often only on the market for 10 days. 
 
By now, you may be wondering: do I have a black hole? Here's how you can identify a black hole. First, are any of the three conditions I shared above present in your organization? If so, you'll want to investigate your hiring funnel. Look for the following - any of these indicators could mean you have a recruiting black hole.
 
Hiring funnels with black holes produce poor engagement and see a massive drop off in candidates when moving from application to interview stage. If you have a black hole it's likely that your offers have low acceptance rates and slow response times. The black hole causes problems even further down your hiring funnel. Organizations with black holes have difficulties retaining employees and challenges with getting employee referrals. 
 
Have you diagnosed your black hole? If you found yourself nodding along at any of the descriptions I shared above - you probably have a black hole. It's no cause for alarm, you don't have to be a PHD astrophysicist to solve a recruiting black hole (although it certainly wouldn't hurt). Here's 5 action items you can take to end your black hole once and for all. 
 
The best way to solve the black hole is through increasing engagement. When you pair your ATS with a candidate engagement platform like TextRecruit- you have all the tools you need to solve your black hole problem.
 
5 Ways To Plug The Black Hole With TextRecruit:
 
1. Create more opportunities to engage
 
Use JobChat, TextApply, and Ari at the top of your funnel to humanize your application process and set the tone for downfunnel interaction.
 
Deploy JobChat on your job ads to engage job seekers and answer any questions they may have about your position. With JobChat you can place candidates directly in touch with a recruiter or chatbot. Stop the black hole problem from the get go by creating more opportunities to engage.
 
2. Eliminate redundant application questions
 
Stop forcing applicants to rewrite their resumes into your application. Make it easy for applicants to submit their information with a simple resume upload. Then use a recruiting AI like Ari to send them meaningful screening questions. With TextRecruit you can have Ari engage applicants over text message or live chat soon as they submit their application.
 
When candidates hear from your company immediately they know that their application hasn't entered the black hole.
 
3. Give your recruiters the tools they need to succeed
 
Some recruiters are managing 30+ job openings with hundreds of candidates for each position all at different stages in their hiring journey. Without the right candidate engagement tools providing a transparent candidate experience becomes as dificult as summiting Everest without oxygen and crampons.
 
With TextRecruit, recruiters can take 10 minutes to set up messaging flows that run automatically. Your organization will engage everyone in your recruiting funnel regardless of whether you intend to hire them.
 
When you prevent everyone in your funnel from falling into the black hole you protect your employer brand and differentiate your company.
 
4. Survey and solicit feedback from candidates at every stage in your process
 
Use SurveyMonkey with TextRecruit to get feedback from job seekers, applicants, candidates, new hires, and employees. Here's 2 guides you can use to quantify your attract, recruit, and engage performance.
 
Use this 10 question guide to use surveys to attract more talent.
Use this guide to calculate net promoter score to improve your recruit and engage stage performance.
 
Measuring your processes will help guide your actions to produce high ROI on process improvements.
 
5. Reinvent and educate your organization
 
Your recruiters may have created highly efficient processes for sourcing, recruiting, and screening candidates. No doubt these current processes work and work well. After all, you're still filling your positions.
 
However, with your current processes solving the black hole problem may seem all but impossible. That's because most recruiting processes ignore a powerful set of tools that are new to our industry. Pairing a candidate engagement platform with your ATS is the x factor that will give you the abilities you need to conquer the recruiting black hole once and for all.
  

Learn How Top Employers Avoid The Black Hole

How To Determine Net Promoter Score Via Text Message

 

 

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