Diversity recruiting processes, which aren’t very different to other talent acquisition activities, have never been so overwhelming. Building a pipeline of diversity talent pools nowadays take a tremendous amount of work including:
- Hosting information sessions, workshops, along with attending career fairs
- Vetting the mountains of CVs/resumes, then tracking, assessing and managing candidates
- Coordinating interviews and offer decisions for large groups of candidates, while working with a myriad of team members within a company – compared with the typical scenario of just one hiring manager for the rest of talent acquisition.
As if all that pressure on recruiters is not enough, they are vying for candidates from a generation that is less focused on work as a top priority, less concerned about salaries when considering a job, less likely to stay in a job for more than two years, and more focused on training and advancement than their previous generations of college graduates. These candidates are also prone to getting frustrated by the amount of time it takes to receive an offer after their initial application and the lack of communication during their journey.
When diversity-focused recruiters are planning for and attending so many on-site events, vetting piles of resumes, tracking promising talent, it seems engaging thereafter falls by the wayside or ends up last on the list of priorities…Whether it’s time delays, poor communication with applicants, or a bad online user experience, recruiters and employers risk losing qualified candidates. Because, when candidates are left in the dark, they consider other offers.
The ever changing landscape of campus recruiting means we continue to see large, global organizations recognize the need to transform their approaches. In this digital era, the push from employers needs to revolve around creating an engaging experience and personalizing the process for candidates – and in order to this, employers need utilise technology to ensure they form a bond from a very early stage, ages before the candidate applies, all the way through to when a candidate accepts their full-time offer. It’s critical to involve an end-to-end solution that supports the entire hiring process to keep diverse talent engaged every step of the way.
Rather than the elongated manual processes some recruiters still have embedded, the whitepaper says digital automation of campus recruiting – using technology such as Oleeo – can help expedite processes and keep candidates better engaged.
A dedicated technology that matches the needs of the diversity-focused recruiter is more likely to free up time that could be spent on increasing engagement with candidates and better matches the high-touch process of finding, evaluating, and landing diverse talent pools from an array of source, which is more likely to simplify processes and increase hiring velocity.
Alleviating the administrative burdens of recruiters is key to helping them personalise the process and interact more frequently with highly sought after qualified candidates in warm, authentic and meaningful ways such as including others involved in the recruiting process (representatives from business units, alumni school teams, or functional leaders within an organisation) and updating candidates on the status of their application or sharing results from an assessment.
Oleeo is primed to provide this and is an industry leader in supporting diversity-focused recruitment campaigns with a number of global brands already using its service. It offers the following benefits:
- Our platform is more engaging, creating meaningful interactions that leave a positive impression with a candidate.
- Communication is more frequent and targeted, keeping the candidate informed, creating a feeling of transparency.
- System facilitates internal and external communication, providing a simple more interactive environment between candidates and everyone involved in the recruiting process.
- Companies create a better brand experience (even if the candidate is not hired), leaving a positive impression with candidates that may apply again in the future.