Some companies never left the office, some have been back for a while, some are just now returning, and some are going remote forever.
There is a lot of diversity in return-to-office plans and talent acquisition teams are being asked to hire for more hybrid roles than ever before. With companies posting new roles left and right, now is the time to make sure you’re getting your remote and hybrid recruiting right.
SeekOut Director of Talent Acquisition Robyn Thornton recently joined a panel of recruiting leaders for a webinar hosted by HR Morning to talk about how to overcome the three biggest challenges talent acquisition professionals face when hiring for hybrid roles.
Building the right candidate pool
One of the biggest challenges talent acquisition teams face all the time—but especially in a candidate-driven market—is sourcing the right people for the role. Many candidates are currently overwhelmed with outreach messages, leading to recruiter fatigue and stiff competition for top talent.
Robyn and the panel shared the following tips for building the right candidate pool:
- Use the right mix of recruiting channels. Many recruiters use only a few channels and candidates can be picky with which messages they respond to. Use data to find out where they are and reach them where they’ll respond—whether that’s LinkedIn, email, or even text messaging (or a mix).
- Look for talent you haven’t tapped into before. We all like to think we’ve looked high and low for every possible candidate. With technology today, you can ensure you’re presenting hiring managers with the most diverse, targeted group of candidates. This helps you build a great pool and bring in underrepresented folks.
In the current talent landscape, recruiters need to use new tactics and solutions to successfully build candidate pools.
Offering an engaging candidate experience
No matter which way you slice it, remote and hybrid recruiting experiences are much different than the in-person recruiting experiences we once knew. What hasn’t changed is a candidate’s expectation that you’ll still make them feel welcome and engaged throughout the process.
It’s important for talent acquisition teams to provide a positive candidate experience, even when hiring for a hybrid role. Here are a couple ways to create an engaging virtual experience:
- Keep candidates fed and caffeinated. While you may not be stocking up on snacks and sparkling water in the conference room anymore, you can send food or coffee vouchers, or even send a small snack package to show how grateful you are they’re interviewing with your company.
- Say goodbye to candidates. The smartest recruiters would greet candidates at the beginning of their onsite interview and walk them out at the end. Today, those recruiters are doing virtual walkouts. Schedule time to have that final conversation to ask about their experience, make sure they feel heard, and get those little details that’ll help close the candidate you want.
Get creative and think about how you can offer a stellar experience to the candidates who interview from the comfort of their own home.
Keeping up with evolving tech
The technology businesses use has come a long way since the pandemic started. Functions that have historically lagged in technology are now seeing rapid advancements—and talent acquisition is one of those areas.
Sourcing, interviewing, and hiring solutions are becoming must-haves for recruiting teams. Building a talent acquisition tech stack is the holy grail but it can often take years to put together the right one.
Especially as we combat the Great Resignation, finding technology to build that quality candidate pool will be key for many teams. Data-driven tools that let teams tap into new or underrepresented geographic markets and demographics will not only give talent acquisition teams a competitive edge—they’ll help teams build smarter, more diverse teams.
Watch the on-demand webinar and learn more secrets for overcoming hybrid recruiting challenges.