There are a lot of talented people in the market, including those recently laid off in the tech sector. One of the biggest impacts from the tech layoffs is that folks are much more open to the notion that there are great tech opportunities outside of tech, per se.
The persistent problem companies are having (and had before now) is really about getting the attention of potential candidates. Also, once you get their attention, how do you keep it?
First, the vast majority of job ads are blah. Really, really blah. The kind of blah that cannot get dressed up enough to attract readers, much less compel candidates to take some action such as applying for an opportunity. It is not wrong to list the core responsibilities and desired qualifications for a job BUT the description needs to communicate why the position matters to the organization. Candidates want to know that their work matters and that the company recognizes it. Making it clear to candidates that their work and time are valuable is an inexpensive way to stand out from everyone else competing with you in the talent market.
Another point regarding descriptions: responsibilities and qualifications won’t do much to compel action. Even mega-brand name companies struggle with that. If you want action, you must tell a story that attracts people who want to be a part of something bigger, more interesting or more exciting. Telling an attractive story will improve the quality and quantity of your candidate flow.
Second, the inconsistent and often disorganized communications from recruiters to candidates is a very poor way to build rapport. The lack of personalized communication is a huge disconnect. Why are companies not addressing this effectively? It likely comes down to companies pushing to automate everything, including those critical interactions that really need a human touch. You cannot build much rapport with candidates through a series of emails, texts and formal notices. There needs to be human interaction – a name, a voice and a message that puts a face on the company. There needs to be a cadence, too, not a prolonged gap in communication.
If you want attention from candidates, give them attention first and give them attention consistently. The cadence of communication is a systemic problem with hiring companies. The fact is that candidates do not need their hands held on a daily basis. What they do need is for hiring companies to set reasonable expectations for next steps, feedback and results…and then meet those expectations! Neglecting the effort to meet expectations is a killer.
At SBR2TH, we improve the quality of hire and speed up the time to fill specialized ML, Data Engineering, Data Science, and Developer talent, stretching tech recruiting budgets further. Click the book a meeting link below to find out more.
