Changing Candidate Priorities Impact Recruitment

Over the last decade, the very face of recruitment has changed. This is not only because of technological interventions but also because applicant expectations have changed dramatically.

In his extremely insightful blog, Ben Slater reflects on important changing applicant patterns.

Essentially, a candidate:

• Shops around, researches a brand well before he/she considers applying.
• Engages with multiple touchpoints, which influence the applicant’s final decision to apply.

The candidate decision-making timeline has only been increasing over time, which is a good thing as far as the quality of candidates is concerned. However, this has become a recruitment challenge.

The ideal point at which a recruiter should connect with a potential candidate is after he/she has already researched and virtually engaged with all the touchpoints the brand has to offer. This would save a recruiter precious time.

Moreover, since talent is not available when enterprises want to hire, recruiters need to ensure the candidate pipeline is always stacked up with a few potential applicants. The old school method of manually tracking down candidates is time consuming and impractical if hiring needs to be done on scale.

This is where a tech-based platform can come to a recruiter’s rescue. The platform’s machine learning algorithms dramatically reduce the time required to fill a requisition by ensuring enterprises receive highly-curated resumes at scale.

The way the platform ensures this is by aggregating a large, ever evolving pool of reviewed and certified talent sourcing firms from across the world that compete to fulfill enterprises’ open requisitions. On the other hand, CBREX makes it possible for enterprises to engage with hundreds of talent sourcing firms to fill all its talent requirements.