You may assume that it’s never been easier to source and approach potential candidates about that next career move – but it’s not that straightforward. Having heard hundreds of ‘horror stories’ from candidates and clients, it’s no secret that recruitment technology has flooded the marketplace.
Candidates are now inundated with the same old messages, emails and InMails, causing them to become increasingly disengaged – unresponsive almost – due to impersonal experiences and engagement.
Generic “we have a fantastic opportunity for you” or “this is a great career move for you to join a perfect company” lines do nothing for relationship building. And, let’s be honest, most recruiters don’t know enough about their clients’ organisations to know whether opportunities are particularly fitting for those people/clients, as they’ve never even met!
Back to building relationships
SER sees far more recruitment success in embracing the basics, with the telephone remaining our most effective tool. We engage with candidates to uncover their career goals, building long-term relationships with clients to understand their culture and aspirations.
“Looking at the technology offered to customers, one-size-fits-all approaches don’t work for the Channel, so why should the same strategy work for Channel recruitment processes?” Bethany Hall, IT and Telecoms Recruitment Consultant SER Ltd
Expanding the talent pool via remote working
Home working dramatically changed the recruitment landscape, with many recruiters finding that both employers and candidates require pre-interview briefings to ensure the time is well spent.
But the ability to work remotely also means employers can source team members from further afield, even internationally, to find the skills they need to accomplish their goals. This is where pre-screening and skills testing can genuinely sort the wheat from the chaff to ensure only the best canidates are put forward for interview.
Did you know Companies are 2.7x more likely* to improve ‘cost per hire’ by using video interviewing tools?
Acknowledging Diversity and Inclusivity
The telecoms market has a massive challenge to overcome in making the industry more diverse.
While there has been a clear rise in candidates from under-represented groups entering the industry – for example, we’ve been engaging with many more women since 2022/23 – there is still a lot of work to do to drive relative parity across multiple demographics.
There’s definitely a focus on diversity from hiring managers as well, frustrated that all candidates are middle-aged men. But realistically, that’s where the skills are right now.
However, that overrepresentation continues to decline, creating a more equitable balance as women and BAME candidates are increasingly encouraged and supported into more senior and technical roles.
84% of employers who use virtual interviews report enhanced diversity* in the application pool.
Skills testing for the future
Skills testing is becoming more prominent in the Channel, not just in assessing candidates’ abilities, but as an indicator of their adaptability and behaviour when pushed outside their ‘comfort zone’.
Significant focus is also being put on vendor accreditations and training. Where years of practical experience was a strong determiner of skills previously, hiring managers now need reassurance that a candidate is fully skilled in a particular platform or coding language, for example.
“In this ever-changing technology landscape, experience doesn’t always substitute highly specific technical training like it did when technology was simpler! That’s where skills testing in the pre-interview stage can dramatically hone the candidate pool, further accelerating the time-to-hire and increasing the likelihood of candidates establishing roots in the employer.” Bethany Hall
Matching candidates to culture
Will a free breakfast bar or pool table actually attract innovative thinkers and superstar candidates? Probably not…
For key targets, a more proactive approach that highlights truly unique company values, initiatives and benefits has far more success. That’s because the employer’s culture is key in engaging and attracting high-demand individuals who are looking for more than a big salary. However, a culture can only be effectively sold-in when there’s a genuine partnership between the employer and an invested recruiter who is eager to learn about their client.
So, ask yourself if your recruiter is getting that level of detail from you. If not, are you sure they’re promoting your businesses effectively? Then call our expert IT & Telecoms team on 01254 781 300 or email info@SERlimited.com to discover what working with a truly passionate recruiter is like.
Be First to Comment