Hiring is a marathon, not a sprint. But today’s recruiting market has a lot of complex hurdles along the way. Having the right tools available is like having the right shoes when you’re running: It makes all the difference.
We teamed up with HiBob to address the challenges in the hiring process head-on and tell you about the solutions that can solve them, from open role to onboarding.
Let’s get into it.
Challenge: Businesses are operating under economic uncertainty.
According to the data, the economic downturn started in 2022. But figuring out where we are now? That’s a whole lot less certain. And this lack of knowing makes planning pretty dang difficult.
Solution: Create (or improve) visibility into the candidate pipeline. No matter the economic conditions, businesses need to be efficient, agile, and adaptable—and a blurry recruiting process will hinder that.
The “black box” of hiring can’t exist in today’s market. Fortunately, HiBob’s Hiring and Workforce Planning solution provides transparency into the entire hiring process, with actionable insights that help you adapt as business needs evolve.
Challenge: Tech disruption is changing jobs and skill sets.
Generative AI is evolving rapidly and impacting business needs along the way. As this tech gets integrated into the products and services companies use on a regular basis, the fundamental nature and workflow of millions of jobs are changing.
Overall, the market is…confusing. Some industries are seeing low unemployment while others are enduring budget cuts, layoffs, and other belt-tightening measures. But one thing is true across the board: Finding skilled talent ain’t easy.
Solution: Get data-backed insights and leverage them. And not just one-off metrics—TA teams need meaningful, continuous insights that connect recruiting efforts to hiring and business outcomes.
With HiBob, this data is at your disposal. You can refine where, how, and who is hired, giving you actionable insights to drive strategic value and impact across your company.
Challenge: Inflation, market volatility, and geopolitical instability are sending salaries haywire.
On one side, high-demand skills require increased salaries. On the other, economic instability is forcing companies to cut costs and maintain efficiency as much as possible. And these two market realities have a lot of tension between them.
Solution: Ramp up the flexibility. As business needs and goals change, agile companies will find it easier to maintain a healthy pace of growth.
Use the aforementioned insights and visibility to understand what skills are required, what skills aren’t, where there’s room to spend, and where you’ll need to make cuts.
To be adaptable, you need adaptable systems. HiBob was built with flexibility, so your planning and hiring grows with the business.
Challenge: Changing expectations and increased opportunities.
With the rise of remote opportunities, employees and candidates have unprecedented access to the global market. And expectations are higher than ever. Traditional compensation and benefits aren’t enough—employees expect their employer to care about their well-being, provide flexibility, and offer perks that are relevant to their lives.
Candidates have expectations in the recruiting process, too. They want a smooth, transparent, and efficient process. They want a genuine look at the work, environment, culture, and growth opportunities within the company.
Solution: Take the unified systems, leave the fragmented silos.
Integrated systems don’t just make for better employee and candidate experiences. They support TA teams (and the business) in a major way. Continuous process efficiency saves valuable time and money throughout the planning and hiring life cycle.
HiBob’s holistic solutions have all the connectivity you need to deliver engaging, streamlined, consistent experiences from the first touchpoint to onboarding and beyond. And they’ve got the back-end analytics (like quality-of-hire metrics) that help you optimize your hiring efforts and ROI.
Hiring is a high-stakes race, especially in today’s market. Fortunately, you don’t need to run 50 miles a week to prepare for it. With the right tools around you, you’ll know where you’re pacing well and where you have opportunities to ramp up the efficiency.
Happy hiring, y’all.