5 Steps To Creating A Recruitment Funnel That Works
Gone are the days of finding the best fit for a vacancy from a single job advert. In the search for high achievers, many companies are discovering they need to interview increasing numbers of applicants on an ongoing basis. As daunting as that may seem, a well-managed recruitment funnel allows you to attract and engage potential hires and ultimately build a consistent source of potential talent. Here’s how:-
Before you begin
Recruiting software is only effective once you have defined the type of talent you want to attract into your organisation. Your criteria should include their ideal career history, skills and achievements, down to the types of companies the top talent works for – either now or in a previous role. Once identified, this information will form the basis of an effective hiring process. Don’t rule out the soft skills in your search as these are crucial to your culture fit.
Keep processing your applicants through the funnel
The recruitment funnel itself can be divided into three sections. The top of the funnel is filled with candidates who have most recently expressed an interest in positions with your company. These are the applicants you have to process quickly. The middle part of the funnel allows you to identify the candidates who most closely match your requirements based on qualifications and achievements. Here you will find the potential talent you may opt to screen or interview face-to-face. The final third of the funnel is made up of the candidates who have shown the most potential throughout the filtering process. Ideally, somewhere in that final third is the talent you seek.
Diversify your talent sources
You recruiting software should maintain a flow of potential talent through your recruitment funnel. To achieve this, however, you must identify a variety of candidate streams, with the emphasis on a combination of quantity and quality. As you will know from your hiring efforts, the top talent isn’t necessarily seeking out your company for their next career move. As a result employers are implementing a variety of new ways to build the talent pipeline, including employee referrals and social media engagement.
Evaluate your analytics
Focusing on recruitment analytics will pinpoint where your best candidates are coming into your recruiting software and the results will determine your ongoing strategy. For example, if Facebook attracts the highest proportion of quality candidates, you may choose to intensify your efforts on the site. Alternatively, if you feel Facebook is performing sufficiently well without assistance, you may opt to concentrate on an alternative online source such as Twitter or LinkedIn. Your recruitment analytics will provide you with relevant data to make a calculated decision.
Streamline your systems
Take advantage of your applicant tracking systems to remain organised throughout the hiring process and prevent your top talent from falling through any potential cracks in your system. We see it like this:-
- Applicants enter the funnel from your job postings, employee referrals, online recruitment systems and social recruiting.
- Employers engage with them through specific points to maintain interest and candidate engagement.
- Your candidates move in and out of engagement and the recruitment process – sometimes this can take time. In these circumstances, fresh data and information is essential to update the candidates’ latest experience and maintain interest.
- As your candidates are filtered through the funnel you are able to clearly identify those who meet your needs.
Enticing passive talent into your organisation is no mean feat but the creation and effective management of a recruiting funnel is a great starting point for your talent acquisition strategy.