Three quarters of those considered for jobs don’t meet requirements, says Alexander Mann Solutions
A recent report from Alexander Mann Solutions, in conjunction with Social Talent, has revealed a lack of efficiency in the hiring process which it says can be potentially damaging to a company’s reputation.
According to the 2016 Global Recruiting Survey, based on responses from 998 recruiters, three quarters of those considered for a job do not meet role requirements. This mismatch, it says, is evident in further findings that 282 candidates are, on average, considered for every role. The report also revealed that social media is exacerbating the issue, with 72% of candidates found through online searches being discarded at an early stage.
Jeremy Tipper, consulting and innovation director at Alexander Mann Solutions commented, “While hiring managers now have a vast array of sophisticated tools at their disposal to source talent, there is clearly still work to be done in the development of targeted recruitment processes. The amount of wastage that has been revealed will quite simply be damaging to an organisation’s employee value proposition and could be detrimental to future hires. The true extent of the negative impact this is having on a company’s reputation is evident in further findings from the report that 72% of candidates contacted regarding a role do not respond. That’s a lot of individuals being ‘spammed’ by your brand.
“At Alexander Mann Solutions we’re focused on attracting and engaging candidates who best fit our clients rather than simply pooling a minimum quantity to meet baseless targets. We look to ensure only those with the specific skill sets relevant for a role - and who are open to such an opportunity - are actively engaged. Through tools such as Joberate which based on publically available social interactions measure a candidates (sic) interest in moving into a new role, we avoid contributing to these rather startling results.”
Jonathan Campbell, CEO Social Talent, added, “Huge waste and inefficiency still exists within the recruitment industry. Even after many years of recruiters discovering and learning brand new techniques to attract the best talent, wastage still remains resulting in reduced productivity and static hiring stats. The silver lining here is that there is a massive opportunity in the industry for recruiters to redefine their candidate pipeline. Simple tweaks to candidate engagement strategies, existing processes and sharing best practice will drive lean improvements for you and your business.”