by Melissa Bissing on March 1, 2018
2 min read
Hiring best practices are shifting to candidate-centric TA models as companies try to respond to talent shortages and skills gaps. TA leaders get more value from the work that goes into their shortlist by finding other opportunities within the organization to utilize candidates' skills and talent.
In sports competitions, a second-place finish is bittersweet at the very least, if not a major disappointment. Not so for today’s runner-up job candidates, though. As companies move to a more candidate-centric hiring approach, being the silver medalist job candidate can also mean winning gold.
Montage President and CEO Kurt Heikkinen recently spoke to The Wall Street Journal about this corporate trend to shift away from a job/requisition fill TA model. The candidate-centric hiring philosophy at healthcare powerhouse Humana, a Montage client, was featured too. Read Kurt’s comments.
The widespread talent shortage and skills gap are primary drivers for this trend. If hiring comes down to a decision between two great candidates, TA has delivered two essential resources who could both contribute to company performance. When organizations have skilled, talented candidates interested in becoming employees, they can’t afford to let them go.
Another key driver is the demand for increased hiring efficiency. By the time a decision comes down to two candidates, TA and the entire hiring team have invested a lot of time and resources to get there. Making a second hire from that process effectively reduces cost per hire.
HR is leading the transition to a more candidate-centric hiring approach. In many companies, it’s a golden opportunity for TA leaders to take on a trusted advisor role with organization leadership and create significant, positive bottom-line impact.
TA leaders are bringing the following strategies into play as they lead the charge:
Finally, make sure that you’re consistently providing an excellent hiring experience for all candidates whether they’re gold medalists or not. As your candidate-centric approach expands, you’ll have a deeper pool of talent you’ll want to engage and keep engaged. A superior candidate experience is vital to your success with that candidate engagement.