How to Reduce Recruiter Churn?
The Great Resignation has seen high levels of turnover across industries and job functions. What's one major field that’s experiencing this problem with employee churn? Recruiting.
These are tough times for talent acquisition professionals. TAs are tasked with navigating a tight labor market and employers' surge in demand for talent, in order to source candidates that will ultimately be the right hiring decision for their company. Against this backdrop of strong hiring sentiment, Brazen and Talent Board teamed up to find trends across companies regarding how satisfied talent acquisition professionals' are with their jobs, resources, and support. Here’s what our survey found about what factors contribute low satisfaction levels among recruiters, as well as some of our recommended steps to reduce recruiter churn.
Why are Recruiters Churning?
Similar to other employees, recruiters are likely to churn (i.e., leave) if they are dissatisfied with their job. Our survey found that a lack of time and bandwidth is the main driver of low satisfaction for large recruiting teams. Sourcing candidates at scale has its own set of challenges, such as a longer hiring process, fewer opportunities for personalized connections with candidates, and a high workload with finding and evaluating candidates. Without the proper support to manage this workload, it's easy to get burned out.
A related factor that may contribute to a high TA attrition rate is too few resources for candidate sourcing. In fact, 30% of TA professionals in the Brazen and Talent Board survey findings reported that they were dissatisfied with their sourcing capabilities. Candidate ghosting—which occurs when an applicant drops out of the recruitment process without informing the recruiter--further increased dissatisfaction levels among TAs.
How Can You Improve Recruiter Satisfaction?
Make sure the company's leadership teams are aware of recruiters' challenges and provide resources to support them
Our research found that leadership teams and recruiters aren't always on the same page when it comes to their opinion of the company's sourcing capabilities. According to the survey, 47% of respondents from the C-suite agreed they are “very satisfied” with recruiters’ attraction and sourcing capabilities, compared to only 21% of recruiters. This gap may lead to unrealistic expectations for talent sourcing, and further drive recruiter churn.
To reduce the perception gap, recruiters and leadership within a company should have proactive check-ins to assess recruiters’ challenges and develop solutions over a period of time. Anonymous surveys, standing meetings, or open office hours are a few strategies that leaders and TAs can use to identify challenges as they arise, and then allocate tools or budget to address them. This would also be an opportunity to realign expectations in a constantly changing job market.
Invest in tools and technologies that make their job easier
According to our survey results, TAs who use recruitment software like CRMs, candidate sourcing databases, chatbots, video interview tools, and virtual recruiting platforms generally had higher satisfaction levels than those who didn’t use these tools to help with the automation of tasks. Recruitment software enables recruiters to streamline aspects of the hiring and interview process, while also broadening the pool of prospective employees. The demand for tech stack will vary by team and active hiring needs, but a good place to start is to make sure the company has a strong applicant tracking system (ATS), a good candidate sourcing tool, and an easy-to-use virtual hiring event platform.
Use a mix of recruitment channels and strategies, but allocate the most time to those that have the most impact
Survey participants who felt the most satisfied with their sourcing and recruiting capabilities reported using a combination of online and in-person strategies to attract candidates, such as posting to job boards, attending in-person and virtual career events, and posting to LinkedIn and other social media channels.
However, with recruiters often strapped for time, it's often a good idea to focus more on the sourcing strategies that candidates use the most, as well as those that help recruiters to stand above the competition. For example, 35% of recruiters in the survey reported posting to social media channels other than LinkedIn as part of their recruitment strategy. However, Talent Board’s 2021 benchmark research shows that only 10% of candidates use Facebook and 2% use Twitter during the job search process. Instead of social media recruiting, TAs may wish to focus instead on attending more events or using website chatbots to engage directly with candidates, both of which further personalize and improve the recruitment process from a candidate experience standpoint.
Prioritize the candidate experience to reduce the likelihood of ghosting
Since candidate ghosting is also correlated to low satisfaction among recruiters, take proactive steps to improve the candidate experience. A few ways to do this include organizing and streamlining processes (recruitment software is especially helpful for this!), reducing the hiring timeline, and ensuring timely communication about next steps. Each hiring manager involved with the process can also benefit from some guidance from TAs about how to improve the candidate experience and encourage relationship building throughout the recruitment process.
Download the full report from Brazen and Talent Board here.
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