How SaaS has Re-shaped the Hiring Landscape

Setting up a talent pipeline will help you, the employer, stay ahead of the hiring curve – find out how you can do so here!

When hiring managers want to fill a position, they will put up a job advertisement via print and/or online channels. They will then (passively) await applications from interested jobseekers before shortlisting appropriate candidates for an interview.

Clearly, this traditional hiring model has its limitations. Modern Software-as-a-Service (SaaS) hiring models, such as the Talent Network (TN), promise to revolutionise the hiring landscape by helping employers like yourself build up a ‘talent pipeline’ to gain access to a far larger pool of potential hires and fill vacant positions promptly.

Growing Your Talent Pipeline

From a jobseekers’ perspective, the lack of a response is often an answer in itself – candidates will understand that they haven’t been shortlisted for a job interview. This leaves candidates feeling unengaged and undervalued, making it easy for good candidates to fall through the cracks. And when another position comes up that is more suited to them, it is often too late for you to reach out and engage them.

TN changes all this by providing you, the employer, with the tools to build up your own talent pool, putting you in touch with both active and passive jobseekers across a variety of platforms from search engines and job portals to social media avenues such as Facebook.

As a 24/7, fully-automated recruitment engine, TN also helps you to follow-up and engage with prospective employees through enewsletters, articles and updates on company developments via emailers. These branded recruitment messages to prospective employees keep them involved and interested in your company.

Building Your Employer Brand

One of the biggest problems with the traditional hiring model is that there is no good method to assess if new employees will gel with the company culture, one of the biggest reasons why some new hires don’t stay on.

In fact, a 2014 CareerBuilder study of Inc. 5000 companies and their recruitment strategies found that 96 per cent of companies which were rated as having easily-accessible information actually had a dedicated career website. After all, career sites are arguably the main source of information for jobseekers seeking information on the company and its vacant positions.

To address this issue, TN is one step ahead, helping employers create their own search engine-optimised career site that reflects their own branding/culture and with a suitably unique look and feel. Furthermore, improved visibility on major search engines like Google, Yahoo and Bing makes it easier for companies to market their employer brand.

Career sites provide a platform for companies to talk about their culture, atmosphere, benefits and values, providing jobseekers with enough information to visualise themselves working there. And when jobseekers are able to decide for themselves if they fit in, as an employer you will find yourself on the receiving end of far more suitable and qualified employees.

Powerful Analytics

Last but not least, TN provides you with the hard data and precise metrics you’ll need to gauge the success of your hiring efforts. Traditionally, hiring managers focused on performance management after an employee was hired, a practice which did little to provide feedback for improving the hiring process.

To this end, TN provides comprehensive analytics to measure pipeline growth, traffic/email activity, skillsets and overall traffic breakdown. With job search data for more than 50 verticals and industries, TN equips employers with personalised reporting about their target candidates.

And combined with insights based on industry, geography and corresponding labour pressure, as an employer you will be equipped to tweak your recruitment strategies and market your company appropriately to jobseekers, allowing you to grow your ‘talent pipeline’, build your corporate brand and ultimately attract the right talent.