#TalentAttraction #Tuesday – Wait! Before You Post That NEW Position

By RecruiterGuy | February 2, 2021

Consider…if your organization purchased an Applicant Tracking System (ATS) or HRIS in 2011. Then, posted 50 positions per year with 30 candidates applying for each position on average. There would be 15,000 candidates who at one time wanted to work for your company – who are languishing in your candidate database!

Let us assume that some of the candidates in your database were a close second to the candidate who was selected to receive an offer. Let us also assume that some candidates, who were qualified, applied after another person was selected.

Why Is The First Action Often To Post A New Position?

Your company spent thousands of dollars for Human Resources to utilize for Candidate tracking and storing their resumes, applications, and interview tracking for EEOC purposes. Yet, most corporate recruiters never open the rusty gates of the Applicant Tracking System/HRIS to see if the best candidate’s resume is laying in the stack of responses waiting to be discovered.

It does not matter how old the resume is in your ATS/HRIS. If it is 10 years old, and the candidate is a professional with a strong past, would it not make sense that they continued to grow based on their past experience? Remember the premise of Behavioral Interviewing – a candidate’s behavior in the past indicates their behavior in the future.

Most Candidates Refer To Company ATS/HRIS As A Blackhole

This is the Candidate Experience that requires Executive attention. Since March 15, 2020, I have coached 32 professionals to accept their next career opportunity – all since the Covid-19 shutdown. How many of those were invited to interview after responding to an online posting? Only 3 professionals received a call from a corporate recruiter after spending 20 to 30 minutes completing an application they were required to complete prior to applying online.

There are 2 other ways those candidates may find their way to interview. The best is to network into the company, avoiding Human Resources. The second best is to find a professional recruiter with a relationship with the company management – also avoiding Human Resources. Of course, the professional recruiter will cost your organization thousands or even tens of thousands of dollars. All for a qualified candidate that your company could have hired without paying a fee.

Companies who do not understand that Top Talent Attraction is a SALES Process drive Top Talent away daily. How would you react if you were required to complete an application each time you went to Whole Foods, Kroger, Safeway, HY-Vee, or any other grocery store before you could enter to buy groceries? Evidently, those stores are smarter than some Human Resource departments.

What Are The First Steps To Improve Our Processes?

When your company opens a new position, require your internal recruiter to search your ATS/HRIS for the person who finished a close second for that position and for others who may be qualified who simply applied blindly. This action is Required before posting the New position online.
Allow Professional Candidates to apply online without completing an application. The application may be completed after there is mutual interest. Hourly workers are accustomed to completing applications.
Hire professionals with a successful sales background for your Talent Attraction positions.

Once your company has completed these three steps, you will be moving forward.

If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).

I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.

The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/

Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.

I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.

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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.

Bill@RecruiterGuy.com 435-714-4425

https://www.espeakers.com/marketplace/speaker/profile/23767/Bill-Humbert

USA 01-435-714-4425 Bill@RecruiterGuy.com

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