In theory, the recruiter-hiring manager relationship seems like a simple one. The hiring manager needs to fill a position, so he tells the recruiter what qualifications he’s looking for and the recruiter goes out and finds the best candidate possible.
Reality is not so simple. Unrealistic expectations often leads to feelings of frustration on both sides, drives a wedge between the recruiter and hiring manager and ultimately brings them further from their ultimate (shared) goal: matching the right candidates with the right jobs.
When it comes to developing a sourcing strategy, it’s important for the recruiter and hiring manager to be on the same page from the beginning. And that starts with setting realistic expectations regarding the qualifications the candidate must have.
It’s not that hiring managers are trying to be unreasonable in their expectations. They just aren’t always aware of the external factors thwarting the recruiter’s ability to bring in qualified candidates – particularly for hard-to-fill positions.
Fortunately, real-time labor market data can help frame the hiring landscape so that the recruiter and hiring manager can set realistic expectations and get on the same page regarding the best—and most attainable—candidate for the job. But “data” is a pretty general term. Consider these five types of data—and the type of information they provide—when developing your sourcing strategy:
Supply and demand data. This type of data shows you what positions are particularly hard to fill, which may mean a longer time-to-fill or an adjustment of your strategy.
Compensation data. This type of data will help you get a better understanding of the most competitive compensation rates, so you can either adjust your salary offer or your requirements for the position.
Diversity data. This type of data will help you attract a diverse set of workers and increase your candidate pool.
Applicant drop-off data. This type of data can be pulled from your own internal recruiting platform or applicant tracking system. It helps you pinpoint where in the recruiting process you are losing qualified candidates and may point to reasons why—including a delayed candidate response time or poor candidate experience.
Talent drain data. This type of data tells you what companies your current employees left to work at your organization. If you notice a trend of people leaving certain organizations after a set number of years, you’ll know where to target your recruitment efforts.
Technology solutions are available today to help you pull real-time labor market data on specific positions in any particular market in order to help you develop and effective strategy and set realistic expectations with your hiring manager. These solutions can also often help you conduct those critical, pre-sourcing meetings with your hiring manager to ensure you are both aligned with the needs of the position and the availability of the job marketplace.
Check out more candidate souring best practices here.