talent acquisition

Breaking Bad Habits: Recruiting Lessons From Groundhog Day

Breaking Bad Habits: Recruiting Lessons From Groundhog Day

For some, Groundhog Day brings to mind tradition in the form of top hats and Punxsutawney Phil. Other people can’t help but think of the 1993 film in which Bill Murray plays Phil Connors, a TV weatherman stuck in a time loop and forced to repeat the same day—Groundhog Day—over and over as he wakes up each morning to “I Got You Babe” on the alarm clock radio. It’s only after Phil completely transforms his behaviors and habits that he’s able to wake up to a new day.

We’ve all been there. Not trapped in a time loop, of course, but stuck repeating work habits that yield poor results. Yet, even as we acknowledge the limitations, we can’t help but fall back on old habits in an effort to chip away at a seemingly never-ending to-do list.

Making Minor Modifications to Realize Recruiting Results

One important distinction is that, unlike Phil’s need to transform everything he does in order to change his outcome, we can significantly improve our outcomes by making minor modifications to how we approach our work because of the exponential benefits associated with small changes over time.

In the case of talent acquisition, technology is well-suited to helping break the bad habits that hold us back while forming the new ones that will make it possible to realize meaningful recruiting results on a continual basis.

#1: Make looking for talent internally a priority.

What’s the first thing most recruiters do when a new requisition lands on their desk? They immediately begin sourcing candidates externally, looking for that needle in a haystack across their professional networks and within purchased databases. The problem is that these efforts suck up an extraordinary chunk of a recruiter’s day with limited results to show for the time investment. And, yet, external sourcing remains the default approach, even though there’s clear evidence that sourcing internally ensures recruiters get to time to slate faster and with higher quality candidates.

While looking internally certainly applies to the growing use of talent and opportunity marketplaces to drive talent engagement and retention, here it pertains to the fact that recruiters have a ton of great candidates at their fingertips. Year after year, profiles of talented people are amassed within an ATS or CRM, and the only reason these individuals haven’t been hired is because the ratio of applicants to available opportunities favored the employer.

It’s a situation that can be addressed with the use AI-driven sourcing applications to change both the recruiting approach and recruiter behavior. These applications, especially when built natively into a talent acquisition platform, can vastly improve the speed and accuracy with which candidates are evaluated against job criteria, delivering matched and ranked profiles to the recruiter’s desktop. This ensures that recruiters focus their time and energy on qualified people who have already engaged with the company rather than starting at ground zero with external talent that may or may not know anything about the organization. The compounding effect of this small adjustment is substantial, beginning with time to slate through to every other recruiting metric that follows.

#2. Rid your day of low-value, time-intensive recruiting tasks.

Another aspect of recruiting that leads to ongoing frustration among talent acquisition professionals is the time they must spend on low-value tasks like following up with hiring managers, interviewers and candidates on next steps to keep a search moving forward. From hiring manager approvals and interviewer feedback to completed candidate assessments, it’s an endless stream of check-ins that add up quickly when considered within the larger context of an enterprise recruiting function.

Fortunately, talent acquisition technology can come to the rescue here, too, through automated reminders that are set within the applicant tracking system at either the workflow or system level based upon previously agreed-upon timeframes and expectations. These communications—whether they’re for the hiring manager or the candidate—are triggered automatically as soon as a deadline is missed. Recruiters will quickly find that their automated reminders elicit the desired response, thereby allowing them to maintain their focus on working with candidates and consulting with hiring managers on talent decisions.

#3. Close the loop with all candidates as soon as a search is complete.

We know from the Talent Board’s candidate experience research that one of the biggest areas where recruiters fall short is updating candidates on their status. While this offers another opportunity to leverage automated candidate communications at various phases of the search, including when candidates are no longer being considered for an opportunity, it’s equally important to make sure that your communications take advantage of the ability to stay in touch with silver medalists and others who interviewed but, ultimately, were not selected for the position.

These candidates should always be invited to join your Talent CRM where they can be nurtured through automated lead journeys that keep them engaged so that recruiters can tap into these individuals as soon as a suitable opportunity arises. Even better, when pairing a platform Talent CRM with an AI-driven sourcing application, you’ll be assured that those silver medalists are immediately matched against relevant job criteria and delivered to the recruiter’s desktop for faster hiring—in effect, creating a “talent loop” that’s worthy of repeating day in and day out.

Looking for additional insights on how technology is helping recruiting teams realize operational excellence in 2021? Check out GR8 People’s latest E-Book and get the guidance you need to build the case for a talent acquisition platform investment.

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