How programmatic is enabling recruiters to make visible impacts on their company

Recently, Uncommon got together with Greenhouse and Susanna Frazier, Head of Strategic Sourcing, Talent Acquisition at Universal Music Group, to discuss how programmatic is shaping the future of recruiting.

Listen for expert tips on how to:
  • Increase your pipeline with interested and qualified applicants
  • Decrease your spend on advertising open positions
  • Reduce time wasted on reviewing unqualified candidates

Why it’s so hard to hire and get hired

There’s a single number that sums up all of the difficulty that candidates and recruiters face in the job search process: 250. Why is this number so significant? It’s the average number of applicants per job. And it’s growing. Only five years ago, it was less than half that number.

This number has skyrocketed in recent years because applying for a job online has never been easier. In fact, in many cases it’s as simple as the click of a button.

But the simplicity of the online application process masks the complexity of hiring. Let’s look at some of the ways that a large number of candidates can be problematic.

It’s bad for the candidate

Anyone who’s applied for a job online has felt this pain. It feels impossible to cut through the noise and stand out among hundreds of candidates. Job seekers have learned that they can’t expect a call or email, they can’t expect an opportunity to express their interests and qualifications, and they definitely can’t expect feedback of any kind. Three out of four candidates never hear back after submitting an application.

It’s bad for recruiters

When you look at what’s expected of recruiters, it’s not hard to see why they have such a hard time following up with candidates. In-house recruiters are often responsible for 20 or more open positions. So if we consider that each of those roles has an average of 250 applicants, we can quickly calculate that they need to examine thousands of applicants at any given time. And since 98% of job seekers are eliminated in the résumé-screening phase, that’s a lot of work upfront for very few candidates to move on to the next stage. This creates a process that’s time-consuming and emotionally draining—not to mention wasteful. Plus, building a talent pipeline is expensive since you need to pay for every candidate, whether they’re qualified or not.

You get what you pay for

There’s one reason for this market failure: Interests are not aligned. In order to attract a wide array of applicants, companies use multiple vendors to list their job openings: job boards, search engines, and social networks. Through these mediums, pricing is usually on a cost-per-click (CPC) basis. The problem? When you pay for clicks, you get clicks. Large quantities of them! But not qualified candidates.

We are here to help

Here at Uncommon, we see a simple way to solve this problem. By connecting recruiters with only qualified applicants, we’re setting both groups up for success. Candidates get the chance to shine and get fast-tracked through the initial screening process. In fact, 65% of our qualified candidates are contacted by recruiters (compared to the 2% industry average).

We are here to make every recruiter a hero. Recruiters are the gatekeepers of quality, culture, and diversity. They are responsible for building their companies, and for that reason they need the best tools. We are here to make recruiting what it is meant to be: an impactful role that is rewarding and exciting, focused on people and opportunities.
We are here to empower companies and people to grow.

Try us out for yourself at uncommon.co.

Meet Team Uncommon!

 

Just as important as it is for us to know who you are and how you approach your hiring, we thought you might want to know about ours. The Uncommon team was built out of curiosity and collaboration. We laugh as hard as we work, and we take ownership of both our success and yours. We’re so excited to show you what we’ve been working on! Stay tuned…