More talk about the Recruiter Experience?
In pharmaceutical recruitment and biotech excutive placement, there is a lot of emphasis on the overall candidate experience. It’s highly suggested that offering candidates the best possible experience, regardless of the outcome, is key to securing the best talent. But what about the recruiter experience? A successful recruitment process, from sourcing to hiring, depends a lot on a positive experience for recruiters as it is for candidates. There are known challenges for recruiters… and balancing the need to improve the candidate experience and meeting hiring targets just to name a few.
The importance of the recruiter experience?
A good pharmaceutical recruiter experience is dependent on the process of finding the best talent. This needs to be as efficient and structured as possible. Optimizing the working processes and experience of a recruiter leads to a more efficient and successful hiring process. Recruiters can focus on the more important aspects of their job – sourcing and building relationships with top candidates. Also the focus can impact the candidate to have a positive experience, resulting in an improved image and reputation for the brand. To make sure you achieve these goals there are two things that come into play:
One of the most important factors of the recruiter experience is time management. This includes: searching for candidates, reading through numerous applications, and liaising with both candidates and hiring managers can be time consuming. Therefore, the more efficient workflows can be, the better. One way to achieve this is by using Sci.bio Recruiting, which provides numerous options to assist in making the recruiting process seamless and less daunting. Having assistance with candidate sourcing and screening tasks significantly reduces the workload on pharmaceutical recruiters or companies as a whole. The combination of specialist tools and process optimization will free up valuable time and enhance the recruiter experience.
Communication from candidates can significantly impact the pharmaceutical recruiter experience – every recruiter knows how frustrating non-communicative candidates can be. However, there are ways for pharmaceutical recruiters to encourage better communication from candidates. Avoid emailing a candidate over and over… pick up the phone and call the candidate. Also try texting or contacting them through social media. Trying different contact methods when appropriate will help with communication. Using the right communication channel improves responsiveness and can strengthen the relationship with the candidate.
While most can confirm that the candidate experience is crucial from a business perspective, the recruiter experience should never be forgotten in the pharmaceutical industry. The more time and effort that is put into this process to improve the experience of pharmaceutical recruiters, the better the experience will be for candidates. Optimizing both time and communication will be extremely helpful along with providing recruiters with more time to build relationships and identify the best talent. In the end this will benefit everyone: recruiters have more time to dedicate to the very top talent, candidates have a positive experience even if they don’t get the job, and businesses receive top quality hires much faster.