Your ideal candidate is not looking at the newspaper; They are squinting at their telephone screens looking for online work postings. This is the reality of today's Millennials and Gen Zs. And they make up about 50% of the workforce! No wonder, around 73% of employers find it difficult to find skilled candidates. Most of them are still using traditional recruitment methods. This means they are ignoring the drawbacks of traditional methods of hiring.
Companies that have existed for a few decades are naturally inclined to go with these tried and tested recruitment strategies. But now is the time to face the music—the traditional hiring practices are out of date.
A study shows that more than 70% of the workforce is a passive genius. They are not actively job hunting. So if you rely on traditional recruitment practices they are less likely to be found. In a technology-driven world, it doesn't make sense anymore.
Before we dive into the drawbacks of traditional hiring methods, let's take a look at how limited your options are if you're seriously considering them.
What traditional recruitment methods are available to you?
· Newspaper advertisements - effective for limited local coverage
· Local employment office postings - to employ unemployed people in search of jobs
· Temporary Agencies - Recruitment agencies that shortlist potential candidates for your company
· Internal Recruitment - Hiring existing employees for other positions within the company
· Free Posting on Facebook & Linkedin
· Job Fairs - To meet local potential candidates face to face
Needless to say, your options are very limited. Now, if you go with the recruitment practices listed above, we will take a look at the challenges you face.
Some Deal-Breaking Drawbacks of the Traditional Method
1. Restricted access to talent and variety
Assuming you print a job classfied in a paper, your possibilities are restricted by geographic reach as well as by the element of chance. The ideal applicant can end up with your job posting without notice.
In contrast to a computerized framework, there is no calculation to match ideal contender for job postings. You can indeed focus on a limited amount much in the customary employing approach.
What's more among the couple of individuals—who are in your space who notice the job posting, and choose to apply—you have an uncommon decision left. Here's the reason this occurs:
Detachment between Internet clients and non-clients. Customary enlisting strategies are bound to target non-clients.
Chances are, such a candidate will not be well versed in the technology. It usually refers to the older section of the population.
Limited to the demographic of qualified candidates within the location. Really shrinks the talent pool.
Individuals from different standings and foundations will endure. Since conventional enrollment strategies depend vigorously on human assessment, a high danger of it is as a rule unexpectedly one-sided.
2. Limited Flexibility of Job Postings
You will face some hurdles in posting only job advertisement. In most print advertisements, there is not enough space for the complete job description and requirements. This is the equivalent of selling yourself short.
Another problem is the frequency with which job postings can be placed. For increased visibility in the digital medium, recruiters can delete an old job posting and post it anew on job sites. But this is not possible in the traditional way.
After attending a job fair, posting a bulletin board, or printing a newspaper ad, you can only wait. You can't do it again in a short span of time.
3. Lower job applications because of poor access
A clear result of geographic limitation, restricted posting flexibility, and low access due to a bad reputation (or lack thereof), applicants are a dime. If you only get 10 applicants, a rigorous recruitment drive using traditional recruitment methods may not seem worth it to you.
4. Organization brand name turns into a central consideration
Suppose there are two job postings next to each other—one from Google and one from your organization. Which will draw in more job applicants?
This is a conflict you can't win. On the off chance that it's anything but a major association like Google, those with a preferred standing over your own rivals will rip off candidates in the traditional job market. Top Talent is off the market with-in 10 days!
Since the choices are so restricted and you have so little extension to expound on your organization and job role, your branding will make major decisions. The more renowned your image name, the higher your chance to succeed on top.
In one review, where job candidates were asked about employer preferences, over 55% said they would have rather not have any significant bearing to organizations with inadequately investigated surveys. Moreover, 50% of them said they didn't want to work for a potentially bad employer, even for a pay raise. How sensitive can traditional candidates be.
5. Excessive cost
Traditional recruitment is an expensive process. You will have to spend Rs.15,000 - Rs.20,000 per recruit. Depending on the industry, this number can easily reach Rs.50,000. With modern hiring methods, you can recruit candidates for a fraction of this price.
Here are all the areas where you will lose money if you go the traditional way: advertisements
· recruitment agency fee
· hiring professionals
· duration of the process
6. Time intensive process
Let us take a look at a typical traditional recruiting lifecycle:
· Getting the word out about job openings
· Waiting about weeks for physical applications to arrive
· Manually sorting through each job application
· arranging for tests and interviews
· Calling each shortlisted candidate
· finally choosing someone after months
Technology can automate much of this process, which can drastically cut down on your hiring period. This makes the process more efficient, as it eliminates the factors of human fatigue, oversight and bias.
7. Applicant dissatisfaction and withdrawal
Obviously, an applicant who is effectively searching for a task needs to settle on the initial not many offers he gets. They won't sit tight for a long time. This is the place where organizations that utilization current enrollment techniques have the advantage.
8. Low quality Hire
When you finally make an offer to the best candidate, you may find that they have already moved on. This is considering that you also get such good quality applications in the first place.
If it is an urgent role and the budget is tight, you may not get the opportunity to start the recruitment process again. What usually happens is that you end up hiring a subpar candidate.
More than 42% of employers think there is a talent shortage in the market. This number only increases if you use traditional recruitment methods, as your access to this limited talent is further reduced.
An effective alternative to traditional recruitment
It has become clear by now that traditional hiring methods no longer work in the digital age. However, it would not be correct to say that even the modern recruitment strategy is foolproof. The use of technology cuts costs and time and provides access to talent on a global scale. But like the traditional hiring process, you cannot be sure of the quality of the hire. Not to mention, it still requires a lot of strategy and effort.
There is only one way to overcome all the drawbacks of both modern and traditional methods of hiring – hunar.online :on this platform, you can hire top technical talent in less than 48 hours!
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