The way recruit used to be traditionally has changed. In comparison to potential candidates even a few years back, candidates today are far more powerful during the recruitment process. According to research on recruiters and HR professionals routine work experience, the existing job market is 90% driven by candidate. This means recruiters don’t pick talent anymore; it is the talent that picks the recruiter. As a result, finding and acquiring an ideal candidate, particularly those who have skills which are in-demand, have become very difficult, expensive and laborious. This has resulted in a major shift in the recruiting paradigm. The candidates now have the spotlight, and are now being treated like customers.
According to a study the US economy added approx. 2.1 million new jobs in 2017, and hence has been a revolutionary year of growth amidst the changing work culture. Baby Boomers are retiring in the tens of thousands per day, and it is estimated that by 2020, a 46 percent of the US workforce will be made up of millennials. In the face of technological advancement and growing economies, a new generation of workers is evolving and with the competitive edge in recruiting it calls for a better and more creative recruitment strategy in 2019.
This change of paradigm has brought in a new set of exhortations and recruitment trends. We have hence highlighted some of the most important among recent recruitment trends that will have a great impact on recruitment industry this year.
Creating an Employer Brand
Candidates always want to work for places they’ve heard of—names that are trustable and recognizable. Big brands like Google or Amazon capture volumes of potential job-seekers who are always eager at the opportunity to work for them. So how will a small business compete in such scenario? A creative recruitment strategy to become an employer, whom the candidates trust and compete for their jobs, is to create an outstanding employer presence online. It is necessary to stand out from competition to attract top candidates, and thereby establish a highly perceived value about working for your business which builds the perfect recruiting brand online.
Following are some methods that can help you strategize an online employer brand:
According to a report by Glassdoor, 69 % of job seeking candidates prefer to apply for a job if the employer manages its employer brand actively. The very first place they will refer to regarding an employer’s brand is the Glassdoor, the very right place for apparent reviews from employees both working and the ex-ones, information regarding the interview processes, and many more things that displays the company’s reputation digitally. There are about 61% of Glassdoor users who report that they always go through a company’s reviews and ratings before deciding whether they should apply for the job or not.
Hence Glassdoor can be a viable option for a company to promote the message that that are serious about hiring top talent with strategies like:
- Showcasing the employer brand.
- Monitoring and responding to reviews posted on Glassdoor.
- Updating the company’s profile.
- Promote work environment in the organization.
- Receive employee feedback and interviews from them.
Creating a company profile on LinkedIn is yet another strategy that can promote employer brand. A company’s profile pages can be seen by professionals and potential candidate around the world. But it must be ensured that the company profile must include high-quality content about the company’s core value, and even its logo as well. However, a LinkedIn profile of a company or must include:
- Number of years the business is running
- Places where the company is located
- The kind of service the company provides
- Number of Employees in range like 1-50 or 50-100 or 100 to 200 etc
- Information whether it belongs to public or private sector
- Posts about jobs and other company related information.
In order to drive online engagement and attract high skilled candidates, one can add the employees to the company’s profile and ask them to follow the company page. By this act the company’s logo will be tagged to their profiles this creating an employee network for prospective candidates to see. In addition, the newsfeed should also be updated regularly with news from the industry or events in the organization to propagate the employer brand and network.
Becoming Mobile Friendly
A recent study, proved that about 45% of the prospective candidates use mobile to search for job opportunities while 89% candidates use mobile applications or platforms for their job search. Today, about 16% of job applications are sent either by mobile or by mobile application. Hence in order to be effective, the recruiting strategy must allow the prospective candidates to interact easily on a mobile device. For example, in 2018 Google announced that they will be moving to mobile-first indexing. Earlier search engine optimization was not a top priority for recruiters, but today candidates are conducting their job search on a mobile device and the number is growing every day. However even in this scenario where the mobile platforms are quite in vogue but this does not mean that every recruiter is following the same trend. There are many recruiters who still not have adopted this change in recruitment
Performing Employment Pre-Verification Indispensably
When an employer receives numerous applications for the openings in his company he would surely be overwhelmed but hiring from any of them needs a very balanced approach. Among numerous potential candidates it is very essential to find the one with qualification and skills to match the requirements of the job and doing that with just face value can be a very difficult task. Moreover one needs to check if the prospective candidate is providing the right information or not. Hence background verification becomes essential. Employment background verification helps and employer to crosscheck if the information provided by the candidate is true or not. It basically helps an employer to paint a picture of the applicant apart from what the paper says or what is discovered in a short interview. Like previous employers can give an idea about the kind of work habits an applicant had in his past employments. Reference check can provide minute to detailed information on the candidate’s characteristics.
Expanding Interviewing Capabilities through Video and Virtual Reality
LinkedIn’s Global Recruiting Trends, says that 52 percent of U.S. workforce consider “interviewing innovations” as extremely important to the future of hiring. As recruiters continue to innovate the interview process, the use of video and virtual platforms is gaining their ground. There has been case studies which have been conducted by LinkedIn that found companies who introduced video or virtual conference to their interview process have witnessed:
- Better assessment of skills
- Lesser unconscious biases,
- Higher candidate engagement
- Increased efficiency in hiring
- A more diverse talent pool
- Positive candidate experience
Collaborative hiring is the latest recruiting method in which both HR teams along with the teams from the departments where the hiring is made, work together and find the best talent. Collaborative hiring these days is extremely important as it considerably increases the quality of fresh hires.
Therefore, candidate turnover rate drops which very positively affects the recruitment and hiring strategy. Because of all of these reasons, collaborative hiring has been listed as one of the top 15 recruitment trends for the year 2019!
The process of recruitment should be aligned with the business strategy of a company because no company can prosper without skilled workers. However, in order to make recruiting more strategic, it is necessary to recognize the company’s prospective needs and objectives. It is based on these results, that HR teams should plan their hiring efforts and support business growth!