Recruiters and hiring managers have faced a number of new challenges in 2021: higher turnover rates caused by burnout, digitization of recruitment processes caused by safety restrictions, and hiring budget cuts caused by impacted finances, just to name a few.
So it’s no surprise why a majority of employers report having difficulties finding skilled candidates—especially when you consider that the average job opening receives 250 applications and requires 36 days on average to fill, according to Glassdoor and SHRM.
As hopeful job seekers move online and recruiters follow closely behind, the Wavely team decided to take a closer look at why exactly 2021 has been such a difficult year in hiring and showcase a revolutionary solution to address all of the challenges modern hiring managers commonly face.
Screening, scheduling, and showcasing.
These three responsibilities are the bread and butter of recruitment operations, no matter the industry. Understandably, there are no shortages of tools and services that cater to each of these core objectives. There are consultant and recruitment groups that specialize in executive screening, software to streamline interview scheduling, and, of course, job boards and social media to showcase your company’s online brand.
The main issue is that, while these individual tools have helped hiring managers and recruiters in the past, they aren’t exactly effective when used in a wholly digital environment. Instead, many of these tools are only meant to assist hiring managers with conventional screening, scheduling, and showcasing responsibilities (i.e. scheduling in-person interviews, scanning paper applications, and developing an online showcase that is only surface-level).
Of course, this isn’t to say that the tools are fully to blame for difficulties with hiring in 2021. With a majority of the hiring process now occurring completely online, the fact of the matter is that the conventional approach to screening, scheduling, and showcasing is no longer effective.
A few years ago, a hiring manager could divide their time between in-person tasks, such as screening paper applications, while using software to facilitate scheduling and showcasing. Sure, there may have been some connectivity issues between the program used for scheduling and the online job board used for showcasing, but a little elbow grease, tenacity, and a genuine talent for hiring could overcome any software-related clunkiness.
But this isn’t the case anymore. Recruitment is being guided almost entirely by digital communication, meaning that a hiring manager’s efficacy is more directly tied to their ability to seamlessly facilitate communications online. Because of this, hiring managers need access to a set of tools that work and complement one another.
Navigating between multiple programs and platforms just to screen and engage with a potential candidate is costing hiring managers more time and energy than before.
Even as many hiring tools adapt to better facilitate digital interactions, the reason many of these tools aren’t as effective as before is because the separation of screening, scheduling, and showcasing isn’t an effective model to follow in 2021. Instead, hiring managers should look towards alternative hiring methods that combine the best and most vital elements of each of these three processes.
When we talk about screening as part of the hiring process, what we’re really saying is that we should qualify candidates before we devote more time to them. No one wants to get a third of the way through an interview before realizing they simply don’t have the required skills for the role.
When talking about scheduling, we’re talking about more than just software to put a meeting on someone’s calendar. We’re talking about the ability to actually engage with candidates in a way that is both purposeful and insightful for employers. In the online space, scheduling is just one small facet of that communicative process.
Finally, showcasing is truly about the ability to attract top-quality candidates through the development of strong public-facing branding and messaging that clearly communicates the responsibilities and needs of open roles.
To this end, the ideal hiring platform should allow both job seekers and employers to qualify one another, provide integrated tools for remote-friendly communication and allow employers to construct purposeful public-facing brands and job listings. The platform that can do all three is undoubtedly going to save employers time, money, and energy.
At Wavely, we realized that you can accomplish all three of these things with a fairly simple solution: encouraging purposeful conversations as early as possible.
First, we prompt both job seekers and employers to create online social profiles, this way both parties are given the chance to make and receive meaningful first impressions without the need to directly apply or engage with one another. Does this candidate’s profile list the qualities we are looking for? Does this employer speak in an informal style that resonates with me? Awesome! Now the magic happens.
We’ve stripped away the formalities of screening interviews in favor of a social-media-inspired messaging platform; interested companies can reach out to interested candidates via direct messages and vice versa. The reasoning is simple: it takes less time to write a message than it does to make a cold call and it’s asynchronous so you’re not required to wait for a response. Additionally, online messaging fits more naturally into remote-friendly work environments and can better showcase a candidate’s ability to confidently interact in a digital space.
We discovered that providing a hiring platform for both job seekers and employers to interact and engage with each other in ways that are organic and genuine solved a lot of problems and highlighted the most important parts of the interview and screening process. So if you’re spending too much time screening, scheduling, and showcasing, we suggest going back to basics and simply starting off your search with a friendly conversation.
With Wavely, you can find talent easier and faster. Chat with candidates directly, just like you would text your friend. Yeah, it’s that easy.