For starters, 80% of employers believe that the skills gap is real because of observed deficiencies in: technical skills associated with the job, critical thinking and problem solving, professionalism and work ethic, and more. In addition, per Aberdeen’s Empower Hiring Managers and Recruiters Today to Own Recruiting Tomorrow (September 2015) report, 75% of the fully employed workforce consider themselves passive candidates. Both of these are major adversaries to successful recruitment, especially in combination with each other.
Ultimately, finding the perfect candidate is harder than ever. And yet, 82% of organizations are confident that they have the ability to secure the talent necessary to successfully operate their businesses. Often times that’s because organizations rely on recruiters, their skill sets, and previously used recruiting techniques. All of these tactics can work well for hiring. For instance, if a prior technique includes creating personas based on current high performers and high potential candidate in order to recruit better hires, then all the better. Per Aberdeen’s Pre-Hire Assessments: An Asset for HR in the Age of the Candidate report (May 2015), Best-in-Class companies are 2.1 times more likely (72% vs. 34%) than All Others to create success profiles of top-performing current employees to make recruitment easier.
While these different approaches can work well, they aren’t enough anymore, especially when it comes to hiring the right talent before someone else does. Employing the slew of modern resources mentioned above is a great start; but these should be coupled with other methods, such as building an extensive candidate pipeline. Top companies understand just how important that method is to both overcoming the skills gap and reaching passive candidates.
Figure: Build a Candidate Pipeline to Ensure Ongoing Success
Notably, Best-in-Class organizations are 55% more likely (68% vs. 44%) than All Others to proactively build and expand the candidate pipeline, regardless of current hiring needs. They understand that candidates don’t come along every day, and not all candidates will be good fits for the organization. However, that’s perfectly fine; in truth, those candidates should be embraced. They can be resources for recruiting by referring friends and colleagues or by serving as brand ambassadors in the open job market —on Glassdoor, Facebook, Twitter, LinkedIn, or through traditional word of mouth (it’s still as invaluable as ever). If they have current openings or not, smart businesses will commit a variety of resources to add candidates to their pipeline.