Clients and recruiters should work in one system. When the hiring process becomes transparent. the interaction between the recruiter and the hiring manager becomes clear to both of them and they see each other’s work.
Then the hiring manager helps recruiting work better: to recruit candidates correctly. optimize processes. etc.
Without an automation system with brother cell phone list well-establish. processes. the conversion rate is lower. the cost of hiring is almost 2 times higher: without a system. you will get 1 hire out of 100. with a system – 2 out of 100.
Many companies that use IT why businesses will increase their marketing budgets in 2024 (and how they plan to spend them) systems think that they have everything set up correctly. but this is a common misconception. since there are most likely still growth points.
Egor Vorogushin. HR-Tech VK. says that you can look at the demographic hole from the position of “there are no people. specialists are not competent enough. we ne. to hire faster and retain better.”
In reality. according to Egor. the problem is not in people and their competencies. but in the fact that the tasks of a particular company are not suitable for these people.
What to do about it?
You can automate. implement KEDO sault data and other technologies. and still not understand what social reality your employees live in.
It is important to understand how to attract applicants and what to attract them with.
Understanding social reality has a profound impact on the people you work with. It is a key that is still underutiliz. in the labor market.
If you delve into this topic. then with the help of a competent analysis of target audiences and their ne.s. you can abandon technologies and approaches that do not benefit the company in recruitment and retention.
Upskilling and reskilling
Svetlana Duboyskaya. Director of Sales and Marketing at Lerna. present. similar statistics on recruitment – according to Lerna. the hiring period has also increas. by 1.5 times and takes from 2 to 3 months on average.
Moreover. the average search period for a candidate with more than 6 years of experience is from 4 to 6 months.
Svetlana recommends focusing on employee retention and development. If everything is in order with the company’s processes. then you ne. to look inside the team from the point of view of additional training – who can be train./retrain. in order to make an internal replacement.
Key trend until 2030
According to HeadHunter research. the key trend until 2030 is training. which is ne.. by both job seekers and employees to compete in the labor market.