In the 18th episode of The Recruiting Reel, Alysse Metzler, Owner of Career Innovations and author of “The Recruiting Snitch”, provides some clues on to determine your recruiting process needs a makeover and what you can do about it. Here’s the transcript:
Josh Tolan: My name is Josh Tolan and I’m the CEO of Spark Hire, the leading video interviewing platform used by thousands of organizations around the world. And this is The Recruiting Reel, a video series in which we discuss real recruiting challenges with prominent recruiting experts to provide you with actionable tips you can apply to your own recruiting.
I am thrilled to introduce today’s guest, Alysse Metzler. Alysse is a senior recruiter for and has over 13 years of corporate recruiting experience. She authored and self-published a book called “The Recruiting Snitch” which provides job seekers with secrets on how to land their dream job.
Thankfully, Alysse was able to take some time out of her extremely busy schedule to talk about the signs that indicate your recruiting process needs a makeover.
Take it away Alysse!
Alysse Metzler: So, the topic today is, what are the top signs that is may be time to rethink your recruiting process? I thought this was a good one.
The very first thing I want to talk about, was you start to notice candidates are backing out the the recruiting process for no apparent reason. That’s not a fun thing to go through.
Secondly, you just can’t seem to find quality candidates as easy as you could in the past. I think we’ve all hit that rut before.
Finally, your administrative work has been taking up a majority of your day and time spent recruiting has decreased drastically. I think that as recruiters, we do have a lot of administrative duties, and we do find ourselves getting caught up in that throughout the day and not even being able to get on the phone or start to source or recruit any new candidates.
So, those three signs show it’s time to rethink your recruiting process. You aren’t providing a good candidate experience anymore, you aren’t able to find quality anymore, and you really don’t have the time so source actual talent.
Think about the candidate experience
So, what are the steps to get out of that rut? Put yourself in the candidate’s shoes first. If you’re asking them to jump through way too many hoops and wait long periods of time without any updates, you know you wouldn’t want to feel that way and you wouldn’t want to go through that, so maybe, it’s time to look at your process.
By doing that, analyze your process and work with your hiring managers to see where you can trim the fat and maybe trim out some of those hoops that they have to jump through. And then I like to implement something called Follow Up Fridays and Turn Down Tuesdays. That way, your candidates are constantly being communicated with if you implement Follow Up Fridays you know at least every week your candidate is hearing from you.
Go back to the basics
Secondly, get back to the basics. Attend a networking event or a career fair. I know these are all things we may have done in the beginning of our careers, but we’ve stopped. So, get yourself out in the community and really be that subject matter expert and the goto person of employment within your local community. Take maybe an AIRS certification class and educate yourself on new ways of finding talent.
Get more out of your recruitment software
And finally, look at your applicant tracking system and see where there are some things that can be automated. Maybe create a template system, or hiring an admin even part time just to do some of your administrative work. Because you know the amount of time you’re doing administrative work is detrimental to your organization because it’s pulling you away from recruiting.
That’s it for now, I hope it was a lot of help for you!
Wow, thank you so much Alysse. Not only did you provide the audience with the warning signs of a recruiting process in need of a makeover, but you also offered tips on where to start.
I really like your idea for Turn Down Tuesdays and Follow Up Fridays. Dedicating blocks of time for communicating with your candidates is not only a great practice, but it’s a repeatable framework.
Recruiting teams should take this advice and apply it to other areas of their strategy.
The more repeatable you can make a process, the easier it is to keep your team accountable for following it. Keep this in mind as you begin to makeover your recruiting strategy.
Thank you for watching The Recruiting Reel and stay tuned for more episodes. For additional HR and recruiting content, head over to hr.sparkhire.com and subscribe. Also, follow us on Twitter, @sparkhire. And subscribe to our YouTube channel to be the first to know about the newest episodes of The Recruiting Reel.
Thanks again for watching and happy recruiting!