Attracting top candidates takes a personal touch.
IT recruiting becomes increasingly mechanized in recent years. Resumes are typically scanned by software programs to save time and energy. Onboarding and training are often automated to avoid having to repeat the process ad infinitum. Automation may work well for companies and allow them to streamline their recruiting and hiring practices, but it leaves many top candidates less than impressed.
Companies interested in attracting the best possible candidates for their open positions are finding that those candidates seek a personal touch as they look for the best way to use their talents in the job market. Personalization of the IT recruiting process is an emerging trend that companies need to be aware of.
What is Personalization?
Personalization is the effort to individualize the recruiting process, to treat candidates as individuals, not as cogs in a wheel or pieces of a machine. Personalization is typically used on high-value recruits rather than entry level positions. It is often used when a company wants to approach a candidate that they have identified and want to hire, rather than when the candidate has already applied with the company.
Some recruiters and hiring managers are referring to personalization as an "artisanal" recruiting approach, since the idea is to tailor your recruiting to the high-value candidate rather than the other way around. When something is artisanal, it is high quality and carefully hand-crafted to meet individual requirements If you want high-quality employees that will move your company forward, personalization is required.
Building relationships is a key part of personalized recruiting.
How to Personalize Your Recruiting Process
First, find a way to approach the desired candidate through a familiar avenue. This could be through an existing relationship with someone in the company or through social media. The recruiter or hiring manager should not expect a positive response to cold-contacting top candidates, who well know the value they bring to the table.
It's not that recruiters can't use data at all. Data can still be used to find candidates or identify who companies may want to approach, but putting a top candidate through an impersonal and mechanical recruiting process is likely to drive them away quickly. Recruiters should find ways to develop relationships so that when an opportunity comes around, they can comfortable approach the candidate with a suggestion to be interviewed.
Whenever possible, treating a top IT candidate as an individual is key. Interacting about things outside of work and profession is one way to personally connect. If a recruiter knows the candidate enjoys surfing and volleyball, working these topics into conversations will show that the company is interested in them as a person, not just a worker. This may go a long way toward attracting top candidates and getting them to want to work for your company.
Contact us for help and advice on personalizing the IT recruiting process.