Recruiting is an equation of numbers.\u00a0 So many candidates = so many applicants = so many interviews = so many new hires.\u00a0 This is a well known strategy in many sales organizations that the number of leads eventually results in a certain number of sales.\u00a0 And of course there are great parallels between recruiting and sales, so much so that many recruiters consider themselves salespeople.\u00a0 So if recruiting is just a numbers game, then what happens when you have problems like talent shortages?<\/p>\n
If you think about supply and demand in economics, there is a point of equilibrium that is represented by the numbers equation.\u00a0 However, you can change the slope of your recruiting supply curve equation by changing your employment brand.\u00a0 Changing the employment brand also shifts the supply curve in your favor.\u00a0 In other words, shifting the supply curve gives you more applicants.\u00a0 Changing the slope of the curve will yield you more hires per applicant because they are more willing to accept jobs.<\/p>\n
Basically, a good employment brand will positively effect public awareness for your organization leading more people to want to work for you.\u00a0 As people want to work for you, they are also willing to accept a position, holding all things equal with your competitors.\u00a0 Basically, people would rather work for you under similar conditions to a competitor, and this is what shifts your recruiting equation.<\/p>\n
The problem is that we\u2019ve know about employment branding for a long time.\u00a0 If you\u2019re wondering how to hire more people, it\u2019s either about 2 things.\u00a0 Get more recruiters to bring more people in the door in the first place.\u00a0 This is the quick and easy fix.\u00a0 However, the costs are large, and can\u2019t be eliminated over time.\u00a0 The better long term fix is to change or enhance your employment brand.\u00a0 This allows you to spend (probably a significant amount of) money in the short term, but yields long term results without significant reinvestment.<\/p>\n","protected":false},"excerpt":{"rendered":"
Recruiting is an equation of numbers.\u00a0 So many candidates = so many applicants = so many interviews = so many new hires.\u00a0 This is a well known strategy in many sales organizations that the number of leads eventually results in…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,8,15],"tags":[],"class_list":["post-878","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-strategies","category-talent-acquisition"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/878","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=878"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/878\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=878"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=878"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=878"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}