Sourcing Talent in 2019

Sourcing Talent in 2019

Companies today need to change their mindset and the way they attract talent in today’s tight labor market. Every day thousands of jobs are posted across the web; from company career sites to job boards.  Active and passive talent alike, are inundated with solicitations for their next big opportunity. This usually comes in the form of an email or popup of jobs that meet their search history. A job title may catch their eye, their work history may check some required boxes, and it may be an opportunity at a well respected company. How candidates today decide to raise their hand and throw their hat in the ring is changing, and companies need to change with them.

Does the job description truly provide an accurate portrayal of what it is like to be part of my team – a question every hiring manager, recruiter, and HR manager should be asking themselves.  Truth be told, the majority of the time it misses the mark.

A poll done by James K Harter, PHD at Gallup, found that 20.2% of employees leave their current companies because of “Lack of fit to the job.”  Sometimes the job title doesn’t reflect or associate the actual day to day responsibilities and tasks that will be asked of the individual.

Many job seekers will skim or entirely pass over the description to scroll to the ‘requirements’ for the ideal candidate; experience with X software, Y number of years experience, this license or certification. While some are hard requirements to be able to qualify, the majority of ‘required skills or experience’ is used for potential candidates to self-filter themselves out.

An article from the Harvard Business Review found that 40% of women did not apply for a job because they “didn’t meet the qualifications and I didn’t want to waste my time and energy,” 21.6% stated “I didn’t think they would more since I didn’t meet the qualification and I didn’t want to put myself out there if I was likely to fail.”

Corporate culture is becoming more important to candidates than ever before. A survey of 2,000 employees published by Hays.com, found almost half (43%) said they are looking for a new job, and corporate culture was the main reason.  How does a job description portray a company’s culture today? Some may list the office perks like free lunches, or happy hours; but does that really illustrate the energy, shared values, attitudes, standards, and beliefs that characterize your company ?  

The advances of technology today and the ability to use video provide companies ability  to invite the candidate into their office, introduce them to their future team, and literally show the corporate culture to anyone who may be interested.  

Companies now have the ability to enhance how their market and engage with candidates. Grit Seed also allows companies to share their vision, values, culture with candidates using mobile interfaces, videos and rich media to demonstrate a typical day at the company. Using Grit Seed, candidates understand more about the job, what it would be like to work at the company and make an informed career decision.

A job description is no longer a synopsis of the job and the days of requiring 5 years of experience to prevent being inundated with interest are gone.  Grit Seed allows companies to give all candidates that apply a chance to show why they are the right candidate for the job. Companies do this by creating job specific questions using video, coding, write ups etc. and then evaluate a candidate’s fit for the position. Grit Seed automatically engages with candidates to deliver a deeply personal recruiting experience.