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Recruiting Trends

Recruiting Trends

Are you ready to implement these new recruiting trends or will you be left behind?

Remember it’s a candidate driven market out there!

The way we recruit has changed. Compared to just a few years ago, candidates now have far more power during their job search. In this digital age we strive to break new boundaries and constantly revitalize the way clients and candidates interact.

We in the recruitment industry must adapt to the ever-changing world around us in order to thrive in this hyper competitive industry. There is a necessity to grow with each clients rapidly changing needs. Even your marketing must go digital, as there becomes a need to stand out from all the noise of thousands of recruitment agencies trying to attract local customers attention.

Below are some tips that may aid in the process:

  • RECRUITMENT MARKETING:

Recruitment marketing strategy is based on the implementation of marketing tactics in recruiting. Recruitment marketing is the process of nurturing and attracting talented individuals to your organization using marketing methods and tactics.

  • INBOUND RECRUITING:

Inbound Recruiting is a recruitment marketing strategy where you proactively and continually attract candidates with the goal to make them choose you as their next employer. Your goal in inbound recruiting is to attract, convert and engage candidates.

  • EMPLOYER BRANDING:

Employer brand is the term commonly used to describe an organization’s reputation and popularity as an employer, and its employee value proposition, as opposed to its more general corporate brand reputation and value proposition to customers. Employer branding ideas are essential for building a strong and attractive employer brand.

  • CANDIDATE EXPERIENCE:

“Candidate experience” is current, past and potential future candidates’ overall perception of your company’s recruiting process. It is based on candidates’ feelings, behaviors and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally onboarding.

  • TALENT POOLS:

Talent pool refers to a place or database where recruiters and HR Managers keep all of their top job candidates. Talent pools make not only candidates that have applied for jobs, but also sourced, referred candidates, silver medalists and candidates that have willingly joined your pool in an inbound way.

  • CANDIDATE RELATIONSHIP MANAGEMENT:

Candidate relationship management (CRM) is a method for managing and improving relationships with current and potential future job candidates.

  • SOCIAL RECRUITING:

Social recruiting is using social media channels for recruiting. The term refers to different ways of using social media networks (such as Facebook, Twitter, LinkedIn etc.) and websites (blogs, forums, job boards and websites like Glassdoor for example) to find, attract and hire talent.

  • RECRUITMENT AUTOMATION TOOLS:

Simply put, recruitment automation tools are software that use new technology to automate recruiting process. Automation of recruiting process has been around for a while, but now it will go beyond HRIS, Applicant Tracking System (ATS) and Recruitment Marketing Software. The new trend is software that offer 2 in 1 tools – integrate both ATS and Recruitment Marketing solutions under one platform.

  • DATA-DRIVEN RECRUITING AND HR ANALYTICS:

Data-Driven Recruiting and HR Analytics are expressions used to demonstrate recruiting methods in which planning, and decision making are based on data acquired through HR technology such as Applicants Tracking Systems and Recruitment Marketing Platforms.

  • EMPLOYEE REFERRALS:

Employee referral programs are definitively one of the most productive ways of hiring talent and filling open positions. Research has proven that referred employees take shortest to hire and onboard, and require way less money.

  • TALENT SOURCING:

Proactive talent sourcing has become a must-have recruitment strategy. LinkedIn research has shown that only about 36% of potential candidates are job seekers. However, more than 90% of them are interested in hearing about new job opportunities.

  • COLLABORATIVE HIRING:

Collaborative hiring is a hiring method in which both HR teams and teams from other departments work together to find and hire talent. Collaborative hiring is extremely important as it significantly improves the quality of new hires.

Consequently, turnover rates drop which positively effects the overall recruitment and hiring strategy. For all of these reasons, collaborative hiring was chosen as top 15 recruitment trends for 2019!

  • STRUCTURED INTERVIEWS:

Structured interviews are becoming the most popular interview type among many employers. Why are they needed?Here are a few advantages of structured interviews:  effectiveness, objectiveness, fairness.

  • STRATEGIC ALIGNMENT:

Recruiting and hiring should be aligned with the overall business strategy! As companies can’t grow without people, recruiting talent should be more strategic.

For more detailed information on recruitment trends in 2019 please click the link below:

https://www.talentlyft.com/en/blog/article/87/15-new-recruiting-trends-you-should-implement-in-2019-updated.