I don’t think 2020 will go down in the annals of history as the year of the Talent Acquisition or Recruitment professional.

If, as a Recruiter, you’ve managed to not be made redundant or stood down (congratulations on that if it’s you), you’ve more than likely had to do more with less.

Expectations of “Well there’s heaps of people out there. How can this be hard?” OR even worse from an Agency perspective “Competition is tough, there are heaps of people out there, there is NO WAY I’m paying that fee!” (and when Greg Savage starts recommending you cut your fees, well that could well be a sign of Armageddon)

Therein lies the problem. The expectations on an internal recruiter have gone through the roof. Not only do they have the weight of expectations from their business questioning why in the world they haven’t located, presented, reference checked, positive and negatively vetted and offered someone a role three days after they receive a 2 line email with a request asking for another “Mary Smith please”, but you have the 1.3 million candidates awaiting feedback after they have put in the extreme effort of clicking “apply now”.  We understand your pain and want to help alleviate it.

With applicants increasing per job advertisement at a rate of between 50-100% in the last few months (according to the Australian Financial Review) I cannot remember a time when the pressure was more extreme on a Recruiter. It has to be the time for (to dust off an old cliche) “working smarter not harder”. There is the technology and capability out there at the moment (and more coming every day) to relieve you of some of the time-consuming parts of the job, and allow the Talent Acquisition team to keep adding massive value to the business. 

TalentVine has partnered with many of these vendors (over 500 specialist recruitment and labour-hire firms) and are happy to have a whole suite of timesavers (and budget savers) on offer.

For example, utilising our marketplace to choose the right agency provider for you. For a fee of your choosing, get the work done elsewhere and only see qualified shortlisted candidates. Own the process, own the time frame, own the outcome. 

I can hear businesses saying “but we don’t use agencies”. We get that. How about screening tools with Artificial Intelligence built in to only show you relevant profiles and weed out those who click “apply” to everything? Talk to us, we can help.

You have the resume screening covered off? Great! Do you have the time to phone screen and interview everyone? Practically speaking if your “shortlist” is 20 people (for example) and you spend 15 minutes talking to each candidate that’s 300 minutes. 5 hours of non stop talking. With breaks, notes taken and phone tag (let alone the other work a Recruiter has on their desk), it probably translates to 8 hours. A full day. But we know that rarely happens. 

Interview scheduling? Are you covered off here? Or are you responding after hours, fielding calls and responding to messages and emails at 9pm ish. Technology can help here too. Talk to us. 

Unbiased assessment? Can your function promise the business that your function is without bias? Does it want to be? To set this up for a function is beyond a system change, more of a whole of business change. We have tools to help short cut this. 

Onboarding? How do you work that? Does it sit in the remit of your Talent Team? Do they run the induction, shuffle the important papers to get someone set up, paid and settled into your business. Lots of manual processes in many businesses. This can be automated too. Be smart, talk to us about how.

Be aware there are solutions to your hiring headaches. You are not alone. Utilise us, we can help you navigate these waters, we were formed to help out businesses in their hiring efforts. Work smarter not harder. We know you’re Talent Acquisition teams are working hard enough as it is.