Issue link: https://www.e-digitaleditions.com/i/316485
[ 36 ] HRO TODAY MAGAZINE | MAY 2014 Talent Acquisition Floersch explains that technology keeps everyone engaged. It allows employees to see how their referrals are doing in the hiring process. It also shows hiring managers a comparison of employees and how many candidates they have referred and how many have been hired. This all adds up to your workforce helping to find strong candidates. 6. Mobilize. According to Simply Hired's Mobile Recruiting Outlook report, 70 percent of job seekers look for jobs on their mobile devices. But according to What Users Want Most From Mobile Sites Today, a study for Google conducted by Sterling Research and SmithGeiger, if users don't experience a mobile friendly site they're five times more likely to abandon the task they were intending to complete altogether, and 79 percent of mobile searchers say they will return to the search and look for an alternative. "You want a candidate to very quickly and easily be able to use an app to apply for a position or express interest in an opportunity, or join a community that you're trying to foster," says Roekle. If employers want to take advantage of the exponential use of mobile devices for job searching, mobilization of their websites needs to be a top priority. 7. Change sourcing roles accordingly. In the past, organizations had recruiters managing the recruitment process end to end, Tipper explains. "They would manage all aspects of filling a job from the point in time when the role was authorized, all the way through to an offer being made." Now, successful organizations should consider having a recruiting team with specific individuals maintaining a designated role within the sourcing and recruitment process, allowing for more efficiency. 8. Track data and analytics. "Understand where your candidates are coming from, which candidates are staying the longest, what defines a strong candidate or a strong employee, and then leverage that data to replicate finding those same sorts of people," says Roekle. Employers don't want or need to be wasting time and money on inefficient sourcing methods, but it is impossible to take heed from what methods are most useful if they are not tracking it. 9. Take advantage of candidate relationship management (CRM) technology. Applicant tracking systems (ATS) have been beneficial to the hiring and recruitment process and will continue to fill that role. But with the seemingly omnipresent desire to have a relationship with passive candidates, there have become new needs that an ATS cannot entirely fulfill. This void has been filled by CRM technology. "What ATSs don't do is allow you to start to build relationships with candidates before the demand is there, or before you're looking for them to apply for them to apply for a job," says Tipper. "What CRM tools, like Avature, allow you to do is to start to build relationships with candidates and communicate with them before the job is live. So technology has played a significant part in allowing us to manage and build relationships with those candidate pools before we're actually taking a job opportunity to them." The Competitive Market All of the current sourcing strategies lead to more competent and capable talent, yet at the same time require a much more rigorous and multi-faceted approach. Employers are required to exert effort of having a relationship with talent early on, or else they will not even be in the running for finding top talent when it comes time to hire. Although it was more difficult to access candidates in the past, the ease and possibilities of modern sourcing has made today's market place more competitive than ever. Companies must ensure they are implementing the new techniques that have been designated above. They also can employ a few additional competitive tactics to guarantee they are covering their bases. • Do a test run: Apply for an open position to make sure the process is functional. • Market the company and opportunities to candidates the way products are marketed to consumers. • Be innovative and take advantage of all potential sourcing methods, small or large. • Utilize employer branding. • Think about all components of gaining and retaining potential employees; quality not quantity. The modernization of the hiring process has taken sourcing to a new level. Although the new additions to the sourcing realm may complicate the practice, they create more valuable to the sourcing sphere. By taking advantage of contemporary sourcing methods and staying competitive, companies can ensure access to top talent globally.