Nikita Weisgerber, Recruitment Specialist With TPD Exposes Outdated Hiring Strategies

The recruiting landscape has changed drastically – and if your company is unwilling or unable to adapt, your organization may find itself with a talent shortage or unnecessarily high rate of turnover. There’s no questioning that every business seeks top talent with the right experience, skills, and attitude – So why is it so difficult for some to hire for those critical positions?


Well, when was the last time you refreshed your hiring strategy? I talked with TPD Recruiting Specialist Nikita Weisgerber who explained how companies can recognize their recruiting faux-pas, and in turn, make their strategy more efficient.

Q.  What are some bad recruiting habits?

A.  One of the biggest mistakes I see is a general lack of a sales approach to recruiting. This can manifest in a number of ways, like not treating candidates with the same respect you would a customer, having an overly cumbersome process with hoops for candidates to jump through, or simply not moving fast enough.

It’s a candidate driven marketplace, and with job seekers evaluating multiple opportunities, employers need to put their best foot forward in all stages of the hiring process.

Beginning with your marketing – Is it clear why candidates should apply to your company vs. any other? As well in the interview, it’s not only you interviewing the candidate, but the opposite is also happening simultaneously. How are you building a candidate’s anticipation and desire to work for you throughout each stage?

Too often I see demanding hiring processes, interviews conducted by drill sergeants, or excessive hoops a candidate must jump through with the rationale that they must demonstrate their ability to follow direction.

Put yourself in the candidate’s shoes – Do these steps in your hiring process create a desire to work for you?

Another misstep would be searching for the “perfect” candidate, or worse, the perfect resume. Guess what? They don’t exist. If you’re honest with yourself, you’ll probably admit that while people aren’t perfect, neither is your organization. Successful hiring is about finding the best the market has to offer and making decisions based on fit.

Q. What’s the value in updating your hiring strategy?

A. The recruiting landscape is changing dramatically. In turn, your hiring strategy needs to adapt to remain effective. The value in doing so is a stronger response rate and return on your recruiting investment.

Having grown up in a world of technology and social media, millennials don’t connect with many legacy concepts of recruiting. Companies must engage candidates in new ways to catch the attention of this demographic.

The candidate experience is everything – Having a fast, easy, mobile-friendly application process is integral. Why? Mobile platforms have proven to generate a considerably higher response rate than traditional platforms.

According to Glassdoor 45% of job seekers say they use their mobile device specifically to search for jobs at least once a day.

Q. Does the job market affect what your hiring strategy should be? How?

A. The job market will always affect your strategy to some degree. In real estate you hear about “buyers markets” versus “sellers markets”. Similarly, in the job market you will see “candidate’s markets” versus “employer’s markets”.

In a candidate’s market, usually characterized by a low rate of unemployment, it’s of utmost importance that your offering is competitive and appealing to your target market. Advertisements will generate less qualified responses. Instead, consider strategies that will reach passive job seekers i.e. those who are satisfactorily to happily employed and not necessarily browsing advertisements.

This can be a challenge for a lot of organizations for whom recruiting is a reactive function. When you build an attractive employer brand, proactively market that brand, and steadily build and nurture your talent pipeline – You are implementing a proactive recruiting strategy that is characteristic of an organization that can be successful in hiring regardless of the job market. This way, when you need to hire, you aren’t limiting your selection to the currently unemployed, which can be a dangerous position in a candidate’s market.

Q. Are phone screens still relevant?

A.  Yes, very! A strong phone screen will save you a lot of time and frustration. I always encourage recruiters to pick up the phone when contemplating a resume, as I find you can make a better and quicker decision regarding a candidate’s eligibility after a quick chat.

As well, phone screens give you an opportunity to create a positive interaction between your organization and the candidate. Even if the candidate isn’t a fit for your current vacancy, they could be well suited for another role in the future – They might even refer a friend!

Consider even the unsuccessful phone screens an opportunity to promote your employer brand

Q. What are your thoughts on employee referral programs?

A. Employee referral programs can be super effective. They are one of the top strategies we recommend when we undertake a client’s recruiting programs.

Matthew Loughran, EMBA

Matthew is an accomplished senior executive and social impact entrepreneur in the emerging technology field. Matthew is the principal at Midtown West Media, and founding partner of Data Innovation Labs, deploying emerging technology with AI for Good. Matthew possesses a history of multilateral stakeholder alignment across public, private and faith-based sectors leveraging technology for social impact. Matthew holds a B.S. in Biology and Marketing from Loyola University Maryland; and an Executive M.B.A. from Washington State University. Matthew also holds multiple certifications in strategic board service including long-term growth, M&A strategy, cybersecurity, and strategic communications.