Bogged Down: How Corporate Recruiter Bandwidth is Dramatically Hurting Your Business

Corporate Recruiters and Internal Talent Acquisition teams have a tough job. As with all of HR professionals, they wear many hats in their day-to-day jobs. In a given day, a recruiter is tasked with sourcing candidates, creating job descriptions, posting jobs, tracking candidate flow, working with hiring managers, scheduling interviews, meeting compliance, making offers, and helping ensure new hires have a seamless onboarding experience.

If you narrow down their responsibilities and identify the four critical success factors, recruiters are responsible (in some form or fashion) for:

  1. Accessing Talent
  2. Branding the organization in the most positive light
  3. Process efficiency to hit time to fill goals
  4. Relationship (External/Internal) building with internal customers and external candidates

With improvements in technology over the last 10 years, recruiters are able to accomplish more in less time. At the same time, though, technology has also caused an unwanted effect on recruiter efficiencies by increasing responses 7X greater than five years ago. The explosion of Social media has allowed recruiters to post jobs to thousands of sites across the internet causing Data Clutter. At first glance, this approach may seem like a good thing – after all, more is better, right? The reality is how more candidates have caused a bottleneck and slowdown in their process, thereby impacting their bandwidth to focus effectively on the four critical success factors. Recruiters are inundated with responses to these ads and by having to process all (qualified and unqualified) candidates who apply, recruiters bandwidth becomes full and their efforts to find the “right” talent for the organization is severely diminished.

So what is the impact on the organization? First, recruiters become processors instead of true recruiters. Their mission is to find, assess, and present qualified talent to help their organization, but by becoming processors, they have to resort to the FIFO method of recruiting. First in, first out. Meaning, the first candidates who apply with the basic qualifications become the first candidates sent to the internal customers. This tactic works well when an organization has a great employment brand name and qualified “active” candidates are attracted to the organization, however for marginal companies and even these top branded companies, there are a portion of positions called pivotal roles that need a more targeted effort in order to find and attract talent. This issue becomes an access to talent issue. Not having the time to proactively source the “passive” candidate pool results in missing the big picture of who is really the best fit for your organization. When companies have pivotal roles and are not gaining 100% access to passive talent, then repercussions can impact the entire company. As a result, time to fill delays and the expense associated with hiring the wrong person causes the organization to potentially miss hitting key objectives.

So how do you fix the bandwidth problem to fill pivotal roles? You could add more recruiters within the department. This is a viable solution, however with today’s budget constraints and the uncertainty of global economics, selling this internally is difficult if not impossible right now. A second option is to hire a contingency or retained search firm. Again, a potential budgetary issue with senior management as they aren't keen on paying 20-25% of salary to fix a bandwidth issue after they've instructed, do more with less. So lastly, there is a new approach to increase your bandwidth and fit your budget by utilizing a Talent Intelligence solution. Talent Intelligence is a process that allows the recruitment team to efficiently and seamlessly access 3X greater talent 2X faster at 2/3 cost of traditional methods. It is not just a sourcing tool, it also provides strategic and tactical labor market intelligence specific to your needs. When your internal customers ask “why or what”, you can show them with real time data where the talent is, what they are interested in to make a change, and how to better approach the talent to get them on board. That is why it is called, Talent Intelligence. It provides recruiters with the data they need to save time, plus data needed by internal customers around business intelligence, competitive trends, industry knowledge, key players, and salary data.

In the end, bandwidth is fixed, time to fill for pivotal roles improves by 30%, and the business solves a business problem without breaking budget. Talent Intelligence is a tested strategy and silver bullet for today’s access to talent issues. Try it, test it, and see why Fortune 1000 companies are implementing within their internal recruitment process.

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