The experience a staffing agency gives its candidates and recruiters is critical for retention. Here's how automation can help.
The staffing business is personal. Success is largely dependent on your agency’s ability to foster and maintain interpersonal relationships—between recruiters and job seekers, hiring managers and candidates, and, on a business level, staffing executives and their client stakeholders.
For that reason, it’s not just what you do, but how you do it that matters most.
In a previous post we shared six ways that staffing firms could benefit from automation. While there are significant advantages that automation can bring to your business operations, its impact on the experience people have with your firm is equally important.
Here’s a look at just how critical the experience is for candidates, recruiters and hiring managers.
Let’s start with the numbers. According to a One HCI article, 72% of job seekers have shared their negative candidate experiences online. And, according to a U.S. Harris Poll, four out of five candidates look at company reviews and ratings before making a job decision.
Simply put, the value of your brand is priceless. And for a staffing firm communicating with job seekers on behalf of other companies, there are two brands at stake: both your own and your client’s.
The main reason candidates report a negative experience? Recruiters and employers going dark. HCI shared a few stats: 75% of applicants never hear back after applying for a job, and 60% never hear back after an interview.
Staffing firms can avoid this pitfall by using automation to trigger recruiters to take action at different points in the hiring process, or automating certain communications back to candidates. In this sense, automation acts as an insurance policy for a better candidate experience, while allowing recruiters to stay focused on building relationships with job seekers.
We know how important the candidate experience is, but what about the experience of your own recruiters? Most studies list the recruiting industry attrition rate between 41-45% after just nine months.
Why are recruiters leaving in droves? The current hiring climate is volatile and frenetic. Great talent is in short supply, and most candidates aren’t desperate for a new job. Let’s just say it’s much easier to be a job seeker than a recruiter right now.
Automation can alleviate much of the administrative burden on recruiters. Behind-the-scenes paperwork takes time away from a recruiter’s real value—connecting with job seekers and hiring managers to fully understand roles and put the right people forward. Giving that time back to recruiters creates a better experience, while increasing their likelihood for success.
Hiring managers are often a forgotten piece of the puzzle. For a recruiter to find the best person for a role, he or she must meet with the hiring manager to understand the requirements and soft skills that would make someone a fit. Then, throughout the process, they continually check in with the hiring manager to keep them updated on the search, and gather their feedback on the quality of candidates brought in for interviews.
So how does automation play a role in the hiring manager experience? There are many steps between posting a job opportunity and onboarding a candidate. Inefficient staffing processes can derail this entire experience. Automation can keep it on track by triggering check-ins to keep hiring managers informed or even sending automated reminders to sign contracts and manage paperwork.
We’ve said it before, but it bears repeating—the staffing industry is one centered around people. But it’s also chock full of processes that are tedious and time-consuming. Automation presents an opportunity to improve these processes, but must coordinate the involvement of people, including candidates, recruiters and hiring managers.
Want more from talent tech? See how this international talent management firm uses Catalytic workflows to close gaps in operational tech to improve customer experience and reporting.