“Great vision without great people is irrelevant” – Jim Collins
Recruiting the top talent and retaining them is the biggest challenge the industry is currently facing. With the job market becoming largely candidate driven, the recruiting trends are rapidly transforming to adapt to the changing market needs.
Recruiters need to be constantly on their toes to make the most of the opportunities presented to them as a result of changing recruitment scenarios.
The shifting priorities of the workforce coupled with advancing technologies are posing a challenge to talent management like never before.
Technology tools like cloud computing, artificial intelligence and machine learning have disrupted the traditional recruitment methodologies.
Here is a list of the recent recruiting trends that are set to transform the HR industry in 2019 and beyond with insights on how to easily adapt to them.
1. Inbound recruiting
The traditional approach of recruiters reaching out to potential candidates via an outbound recruiting strategy has now given way to inbound recruiting practices. The goal in this type of recruiting process is to attract the potential candidates with the goal of having them choose your company as an employer.
In contrast to the conventional recruiting methods, inbound recruiting is a long term recruitment strategy. If you’re seeking to hire engineering professionals or nurse practitioners, instead of looking for qualified candidates’ resumes as and when the need arises, inbound methods of attracting talent focuses on a continuous and proactive approach for raising the employee interest in your company in order to make them reach out and apply for jobs at your organization by themselves.
How to get started with inbound recruiting
Recruitment marketing is the key to talent acquisition via inbound recruiting. The process involves raising awareness about your brand in the market in order to attract inbound talent, generating interest and creating a buzz that compels the candidates to reach out to you. Marketing yourself and the benefits and perks you offer is critical for attracting talented professionals.
As Matthew Jeffery once said, “Recruitment Is Marketing. If you are a recruiter and don’t see yourself as a marketer, you are in the wrong profession.”
The biggest advantage that inbound recruiting offers is the fact that the people applying to you are driven to be a part of your organization and are more likely to be more motivated and work proactively to help you realize your business goals.
2. Social media recruiting
Social media has become ubiquitous in our everyday lives and harnessing the power of the various social media platforms in order to connect with the talent and eventually hire them is something the recruiters are finding to be an excellent strategy.
Apart from websites like LinkedIn that has long become a hub of talent for recruiters looking to hire talented professionals, websites such as Twitter, Reddit and Facebook are also a hub for specialized talent. If you are looking for hiring a developer, there are dedicated niche groups on development on both these platforms that are a goldmine for talented professionals.
How to get started with social media recruiting
Employer branding is the first thing you need to focus on in order to excel in social media recruiting. A strong employer brand is a compelling factor for the potential employees who definitely search for the company online before giving any consideration to the opportunity.
As Celinda Appleby says, “Social media allows you to make your jobs more human. Tell talent about the people behind your products and let your recruiters be your digital warriors.”
Social media recruiting is much more than simply posting job vacancies on your company’s social media pages. It is focused on proactively seeking out talent via social media and building a relationship with them which inspires them to apply for a job with you.
The employee’s social media profiles are gradually becoming a preliminary screener for the companies to gauge whether the candidate would be a good cultural fit within the organization.
3. Remote recruiting
The work culture is gradually making a shift towards a gig economy. The candidates now consider the ability to work remotely as an essential component of the perks available to them. This shift towards a gig culture has resulted in one huge advantage to the companies, they no longer have to be limited to the local pool of available talent while recruiting.
Remote recruiting opens up the organization to global talent. Proactive sourcing of talented professionals throughout the globe can help bring diversity into your workforce while improving creativity and efficiency.
How to get started with remote sourcing
With growing shortage of skilled talent available and rise in competition for recruiting them has led the companies to look beyond the borders to find the right talent.
There are plenty of job boards that list the availability of remote talent. Coupled with the power of social media and a variety of communication tools available at your disposal, hiring remotely is no longer a challenge.
Focus on maintaining the company culture and be clear on your expectations from the remote talent and the flexibility you offer them and sourcing remote talent and recruiting a remote workforce that spans across the globe is no longer a challenge.
“Technology now allows people to connect anytime, anywhere, to anyone in the world, from almost any device. This is dramatically changing the way people work, facilitating 24/7 collaboration with colleagues who are dispersed across time zones, countries, and continents.” - Michael Dell
4. Automated recruiting
The biggest leap recruiting has taken in the recent time is as a result of technological advancements.
Leveraging technologies like artificial intelligence, machine learning and data analytics has made the recruitment process more efficient and streamlined.
Use of AI in recruiting can automate every step of the recruiting process right from candidate sourcing and screening to the actual hiring. It also removes the unconscious human bias in recruiting thus allowing for a more diverse recruiting of workforce.
How to get started with automated recruiting
From applicant tracking systems to use of chatbots, the technological options to get started with automation of recruiting are plenty. Recruiters don’t need to sift through hundreds of DevOps resumes, for instance, in order to shortlist DevOps engineering candidates.
AI automates the task and provides a list of the shortlisted candidates that can then be tested and interviewed before finally recruiting them.
AI can help organizations make a move towards blind recruiting in which the demographic barriers such as age, gender, race, and ethnicity are not factored in during the screening process. This results in a more diverse, bias-free recruitment process.
5. Collaborative recruiting
The last trend in the list isn’t something new but it definitely has a huge impact on the recruitment process. Collaborative hiring is when the human resources personnel work actively in conjugation with members from other departments to ensure that you hire the best candidate for your business.
Aside from sourcing talent externally, it is imperative for the recruiters to look within the organization itself. This ensures that the talent gets retained within the company and there is greater employee satisfaction as well.
For example, look through your software engineers that have been working diligently on product iteration and have more of a managerial experience can make for great product managers. Check a product manager resume to get a sense of the skill sets needed to fill that role and whether the candidate meets those requirements.
Building and maintaining a talent pipeline that comprises of a pool of talent that you can simply pick from when the requirement arises helps you save up on crucial time and resources.
Finding the right talent and motivating them to do exceptional work is the sureshot recipe for success, as stated by Steve Jobs,”The secret of my success is that we have gone to exceptional lengths to hire the best people in the world”
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