Working as a Customer Success Manager at Horsefly, I've had the pleasure of working with many strategic talent acquisition teams to help them become more proactive and data driven in their approach to sourcing talent.
Most of you in TA will kick off the recruiting process with a discovery session to understand your hiring manager’s requirements, and then activate the most appropriate sourcing strategy.
It’s essential you get the initial discovery session right; otherwise, the rest of the process could take a significant hit, and this is where I believe tools such as Horsefly are essential.
Ask yourself how often you’ve dealt with some of the challenges below:
- Hiring managers make up job titles that don’t resonate with the external talent you want to attract.
- Countless rejected CVs because a candidate does not have the 20+ must-have skill elements.
- When you magically find that needle in the haystack candidate, but your salary is £20K below the market rate.
- You have to find top talent in the middle of nowhere who must be office based.
- You’re asked for a 50/50 shortlist of males and females for positions such as Cloud Architects, a market dominated by males.
- You've spent weeks manually mapping out talent hotspots globally to support your company's strategic objectives.
What if, during the discovery phase, you had live robust external labour market data that instantly helps you to craft the perfect go-to-market strategy, positioning yourself as the expert voice on the target market?
Let me take a couple of the above challenges and explain how Horsefly can help in a matter of minutes:
One of our UK-based financial services clients struggled to fill a position they titled as Quality Engineer. Simply entering this job title in Horsefly, and looking at the results, it took less than 15 seconds to identify the problem:
It wasn’t that there was a lack of candidates; in fact, there were plenty of Quality Engineers across the UK:
The problem was that quality engineers work at the following companies; therefore, the job title chosen was not relevant for the audience that they wanted to attract.