The excitement of the NCAA Tournament is in the air as we embark on an 18-day roller coaster ride to the championship game on April 4th. It’s a crapshoot trying to select the correct team to win because there are so many variables involved. After reviewing the stats of each team in the tournament, I painstakingly completed my bracket with the information that I had available.
Truth be told, the same struggle can occur when organizations are looking for top talent to join their team. Hiring managers will fill out their “candidate bracket” with the best information they have available, only to see it busted in a short amount of time. Just like filling out your bracket for March Madness, there are many variables on why this can occur. While NCAA teams might be focused on reducing their turnovers and perfecting their 3 point game, companies who want to win the competition for top talent must start by implementing these 2 tips to improve recruitment efforts over the competition:
Organizations are feeling the pressure of the candidate-driven market more than ever in 2016. Top talent is now in the driver’s seat and slow hiring processes will assure that you miss out on highly sought after candidates. In 2016, the top candidates will have numerous interviews and offers on the table. So, what’s the solution to securing these all-star candidates over your competition? Make an offer first! Figures show that at least 80% of candidates will accept the first job offer they receive. With acceptance rates that high, organizations must revamp the process in order to secure top talent over their competitors.
Communication is key to any relationship and it’s no different in our industry. Recruiters and hiring managers must communicate effectively to ensure successful talent acquisition. If there is poor communication, the recruiter will not fully understand what the hiring manager really needs. As we have seen before, these bottlenecks in the hiring process will slow down the process and candidates will take their talents elsewhere. To ensure that this does not happen to your team, recruiters and managers need to work together to define the ideal candidate. Discuss your expectations and goals you’re trying to achieve upfront in the process and this will help keep everyone on the same page.
By implementing these two tips into your process, I can assure that your “candidate bracket” will be much stronger and you’ll see significant changes in the quality of talent your team acquires. I wish all of you the best of luck with your 2016 March Madness Tournament office pool and also your recruiting efforts in 2016.