Get the Right Candidates in Front of the Right People

Mar 3, 2020


Hiring the right people is essential, and it’s not always easy. That’s why recruiters must partner with hiring managers and interview teams to make sure that the right candidates get in front of the right people.

“It’s always a tricky balance in hiring,” writes Adam Grant, columnist for the New York Times, in How to Hire the Right Person. “You may feel some pressure to fill the role quickly — the work has to be done, or you’re worried the slot may be taken away from you. So you may want to hire one of the first people you meet. On the other hand, you can’t wait forever, endlessly interviewing people to find that perfect candidate.”

How can today’s organizations, which are under pressure from the ever-increasing talent shortage, achieve more success in finding the right candidates and then getting them in front of the right people?

Deploy AI to Find the Right Candidates

An ATS powered by artificial intelligence (AI) can help you source candidates who may not even be looking for a new job. This ability to source from passive candidates, as well as the applicants who have submitted an application, provides recruiters with a much larger sourcing pool.

“We see AI and automation as having great potential to free up our recruiters so they can spend more time identifying great prospects and providing a better experience for our candidates and hiring managers,” a recruiting director for EY told Human Resource Executive.

Effectively using AI is an essential way to ensure job fit and match so that you’re able to find the best candidates to move forward in the hiring process.

Provide Visibility to Hiring Managers

Getting the right people in front of the right people is dependent on recruiters collaborating with hiring managers. Unfortunately, whether intentional or not, there are often barriers between recruiting teams and hiring managers.

Technology can assist in removing those barriers. Once a candidate has been selected to move forward in the application process, your recruiting system should provide hiring managers with visibility and access to the open roles for which they are hiring. 

The right ATS allows access to those who need it and makes task delegation simple so that the process is smooth and everyone who needs information has it. With the right information, it’s possible for the right candidates to get in front of the right people to make the best hiring decisions.

Commit to a Frustration-Free Process

One of the biggest obstacles to a successful recruitment strategy, and to connecting candidates with the right people, is frustration with an inefficient ATS. Recruiters can’t review and process applicants quickly, hiring managers find the interface to be tech-heavy, and candidates opt out entirely when faced with inefficient application forms and processes.

Research indicates that “60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity.” If an applicant abandons the process before they’ve submitted their application, you don’t have a chance of getting the right candidate in front of the right people. Organizations which are committed to their talent strategy take great efforts to find the right ATS solution so that they don’t encounter these issues.

If you want to be poised to hire top talent, find a system that supports everyone—recruiters, hiring managers, and most importantly, candidates. Make the process intuitive and simple for everyone involved. When you deploy AI, provide visibility to hiring managers, and commit to a frustration-free process, you can decentralize the hiring process to ensure that your top candidates are in front of the right people at the right time.