How Can Recruiters Address The Skills Shortage?

Posted by Adapt Newsroom | April 29, 2015 |
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AdaptSkills2015 is seeing wages rise and more businesses looking for new employees. But how can recruiters effectively negotiate the sea of candidates, find those with the right skillsets and grow their talent pools?

During the most recent recession candidates were thinly spread and doing a lot more for a lot less. They were cautious about looking for new roles with better prospects in case they were left out of work. However, as the economy improves more candidates are looking for employers who can offer further benefits and help their career progression.

Recruiters now have larger pools of talent to search and more companies require new employees, increasing the competition. However, the right search technology will deliver recruiters all the information they need to effectively present to their clients, then beat their competitors in placing candidates with the right skills.

Structure for effective searching

Recruiters often hold a wealth of information on applicants and prospective candidates, from contact details to CVs and contact history notes. Recruiters should take another look at how they are coding candidate information: is it being coded consistently and how this is being monitored? By coding records effectively and consistently recruiters can maximise the value of structured searching and realise a global picture of the skills base within their CRM database.

In response to the changing data environment, there are a number of new search tools available, from Indexing to Data Ontology – combining data and information sets from multiples sources, such as job boards, and indexing them by categories.

Federated search enables candidate information to be searched across multiple platforms, but it can be difficult because of the lack of standards in the way different external organisations store and search data. As a result, while federated search goes some way towards presenting a consultant with vital information, the insight gained from contextually searching the various sources can be far better. Contextual search enables consultants to intelligently search on unstructured or raw data.

Careful management of internal data sources combined with contextual search tools is still the best way to maximise business value and gain fast access to the right people. By rapidly filtering out those with the wrong or even limited skills, recruiters can invest more time in candidates with the most suitable background and experience.

Talking to those candidates at the right time and engaging across a number of mediums such as mobile and social media will ensure your recruitment company stands out from the crowd when it comes to influencing those A star candidates. Searching capabilities are key to matching skill sets with future employees in the Year of the Candidate.

Category: Recruitment

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