It’s difficult for talent acquisition departments to operate during a recession without an employee recruitment agency. How can you make the most of your time if your firm has decided to reduce or stop hiring? This will help your business be ready when hiring resumes, which it will undoubtedly do.
When hiring is sluggish, filling vacancies in your TA department proactively will provide you an advantage over rivals when there are more vacant positions later on. As your activities change, it’s also a chance for you and your squad to gain new talents. You can even create a professional victory to add to your collection of accomplishments.
In this article, we’ll discuss how a sluggish hiring period is an excellent opportunity to improve your TA procedures, develop your talent pool, revise your employer brand, and review your recruitment technology stack.
Streamline the hiring process:
There isn’t much time to examine the data and determine what is and isn’t working while hiring at full speed. Hiring managers may be too busy to consider how to modify what they’re doing.
It’s a blessing to have the mental room to step back and identify barriers that prevent applicants from progressing from talent attraction to onboarding in the employment funnel.
You may query things like:
- Do candidates of color progress via the pipeline?
- Where do candidates leave the running?
- Do certain corporate divisions outperform others in terms of KPIs? What can the business’ underperforming areas learn from them?
- Is the promise we made during the interviews being fulfilled by our onboarding procedure?
- Are the prospects who will meet our recruiting requirements able to become motivated workers?
Consider how you’d like things to look different once hiring picks back up as you examine key parts of your process and move backward from there. Your ability to establish connections and take significant action that promotes change at a fair pace will improve as a result of the pause.
Enhance Reporting:
Even though there may be less activity to report, a slowdown is a wonderful opportunity to review your reporting plan. How well do the most recent reports function? Do they aid your team in making choices, or are they merely activity summaries? Which gaps are there? If you feel the necessity, you might increase your proficiency with talent acquisition data by receiving training or seeking advice from a professional.
As mentioned above, your attempts to optimize your hiring procedures should be guided by the work you perform to enhance reporting. Data analysis may be used to determine what previously worked and what didn’t. Start with a few job categories or company segments that you believe will pick back up once the economy stabilizes.
Create a talent pipeline:
Now is a fantastic moment to start using a CRM if you’ve never done so. The number of candidates applying for the available positions you do have might increase if the recession raises the unemployment rate. You’ll have a database to draw from when hiring gets up again if you keep those folks interested throughout a recession.
Their careers will develop; a person who first didn’t seem like the perfect choice may change their mind after working for another organization. Your positions will also change, and someone who has previously struggled to find the right match for your organization may find that the ideal position becomes available. A strong talent pipeline serves as protection for your next recruiting plans.
Examine your employer brand again:
You might not have the time to compile employee testimonies, create branded messages, or even update your career website when hiring is in full gear. Your recruitment team can change course during a recession.
Find out who is best at conducting interviews and transforming the results into written or video material. Maybe you can work together more closely on content and branded visuals with the marketing team.
You might use a staff recruitment agency to completely update your brand and enhance your career site. Refreshing your employer brand prepares your business for hiring after the recession, much like creating a talent pipeline.
Review your IT stack for recruiting:
Your search for process optimization may lead you to discover holes that technology can quickly fill. The applicant experience may be enhanced while productivity is increased by automating procedures like interview scheduling and candidate screening.
The pause in recruiting will allow you time to assess suppliers and carefully set up the implementation if you determine that you need a new applicant tracking system to fill in any holes that your present system is unable to cover.
When hiring is in full flow, switching over to a new system is more difficult. A reduced recruiting volume also allows for more time for individuals to master the new procedures, which speeds up system adoption.
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