Given that most organisations deploy technology that enables them to create databases of job applicants and potential candidates, could your best candidate/next employee be hiding in plain sight? Within your own data?
The reality of big data is that we’re pretty good at accumulating and storing the stuff, but rarely good at analysing it, especially at a point in the future. This is something that external recruiters and internal TA teams have in common. All too often, every recruitment instance begins afresh with little effort expended on reviewing previous applications to determine whether one of those individuals might be suitable for the current vacancy.
When last did you do an analysis of your talent database?
Candidates’ #1 frustration
Talk to any candidate and they’ll probably tell you that their number one frustration is not hearing back. This frustration is made worse when they hear “don’t worry, if you’re not successful now we’ll add you to our database for future consideration” – and then they don’t hear back ever!
In an environment where the best qualified individuals have choice of where to work, candidate experience is a very important consideration in their hiring decision. With the automation available in recruitment today, there is virtually zero excuse to not, as a minimum, send an automated communication (email, SMS or even WhatsApp) to candidates who weren’t successful at all and advising those who will be added to the database for future consideration.
With the advent of the Protection of Personal Information Act, all companies that house personal information are expected to do so in compliance with the legislation. CVs are arguably one of the largest sources of personal information and so a candidate/applicant database has the potential to be an enormous POPI risk.
Have you considered whether your current processes are compliant? Consider the following:
Do you get express permission from the applicants to add them to this database?
Have you explained to them what the express purpose of this database is, and how their information will be stored, accessed and utilised in future?
How do you store this information? Is it secure?
Who has access to this information? Are they properly trained and authorised on safe, compliant use of data?
How often do you update this information? POPI makes it compulsory for those who house the information to ensure that the information stored is 100% up-to-date and accurate.
The additional legal requirements may even suggest that having a database of this type is more of a liability than advantage, especially if you’re not currently tapping into the value of the information going forward. For some of our clients, they’ve opted to forego this sort of stress and choose rather to work with us, requesting our professional assistance when they’re recruiting. That way, they only worry about accessing and utilising information of a select few screened individuals who have given express permission for their information to be shared and utilised for this purpose. And bonus, we ensure that we assist our clients in managing candidate expectation and experience, boosting their talent brand in the process.
If you’re sitting on a virtual mountain of CVs, are you potentially missing out on great opportunities? Let TSR assist you in analysing your talent database, providing insights into the reams of information you house. Our team can partner with your internal TA or HR department to identify your core skill sets and the roles that you most regularly require, before we conduct an analysis of your data.
During this process, we identify those applicants/candidates that possess the kind of skills and experience you seek, structuring your talent database into a more readily referenceable tool. Better yet, these individuals should then be added to a live talent pool where relationships can be developed and talent brand collateral built. Effectively shifting your database into a talent community.
And, for those who don’t meet your needs now or likely into the future, the option exists to manage your talent brand by sending out a polite regret communication. Even though they’re likely to be disappointed at not being included, you’ll be dramatically outperforming your competition where most candidates simply get swallowed up by the recruitment black hole.
Let TSR assist you in managing your talent brand, leveraging the money spent on previous recruitment efforts to properly analyse and structure a talent pool that drives real return on investment. Feel free to drop me a line for a no-obligation discussion on how we can help you to find those candidates who’re currently hidden in plain sight.