The way we recruit has changed considerably over recent years, fuelled largely by technology and electronic records management. There are a number of trends that you can embrace to help you recruit the very best employees. In this blog, we have summarised some of the most important to help kick-start your thinking about how your organisation can exploit the latest technology and best practices to help you win the talent war!
1. Maximising your use of data
Using the data in electronic records management systems makes it easier to make better employment decisions. It is all about using the technology to help you make recruitment decisions rather than just seeing it as a method of storing information about candidates. Predictive technology which will allow active and passive candidates to be contacted to fit the needs of your company will prove very beneficial. The large volume of data and speed of data analysis can deliver immediate results, allowing you to use data to drive decision making.
2. Employer branding
Employment is becoming a more “customer-based” process. Candidates are looking for a mutually beneficial relationship with their employer. As a result, employers are treating them more like customers and finding methods to encourage people to interview with their company. Personalising the process will help achieve this by providing tailored methods of communication, such as SMS text, email, etc. Real time status updates will become expected in future. The use of Glassdoor – a website where employees and former employees anonymously review companies and their management – is increasing greatly, allowing candidates to see what other employees think of the company they are applying to. This will of course reflect on the brand, so a lot of attention is being paid to the “employer brand”. A personalised branded approach will become increasingly important.
3. Recruitment methods
The old trusted methods such as recruitment agencies, job board advertising and flat fee recruitment will still exist. However, the use of social media will continue to rise, and sharing company content relating to company culture, etc., will become important. Facebook already allows companies to post jobs on the “Jobs on Facebook” facility; job applicants can apply via data capture forms within the messenger application. The traditional interview will still be important but assessing soft skills and weaknesses will become an even more important part of the process. How do you know if someone has true grit or is totally disorganised? Online soft skill assessments can help with this, as can job trials – allowing skills to be observed in action. Some companies do casual interviews to remove the situation from a formal office and may have an interview over lunch. Other methods can involve virtual reality, where candidates are subjected to simulated 3D environments to test skills in a standardised way, or video interviews, which can be either recorded or live and cut recruitment time.
Over the last two years more contractors have been hired. This reflects current trends that more people want to be their own boss; self-employment can be a flexible, desirable choice today. Websites exist that allow workers to set their own hours, rates of pay and to work at their own pace. This method of on-demand working can be popular with employers as it is often cheaper in the long run and it is much easier to dispense with the services of these employees when no longer required. This method of recruiting does not suit all positions, but is appropriate for roles such as programmers, technical positions and professional services industries, etc. It is ideal for positions that are not full time.
Employers are become more inclusive and appealing to a wider audience. Individuals’ specific needs and wishes are recognised as being important and the growth of online learning has helped encourage a culture of diversity. Training is focusing more on diversity issues such as gender and income sensitivity and cultural differences. There is growing evidence that diverse teams are more productive, more innovative and more engaging. These factors, along with the fact that the talent pool for those organisations not open to diversity is shrinking, are ultimately affecting financial performance.
6. Artificial intelligence (AI)
This is already having an impact on the more repetitive aspects of recruitment through processes such as automated candidate searches to quickly find suitable candidates based on desired skills and qualifications. As of yet, it’s not capable of engaging with candidates or carrying out interviews, but it is certainly proving very valuable in speeding up searches.
These trends mark just the beginnings of a revolution in recruitment, and it is vital that we all remain alert to such developments and their implications so that we stay relevant and can recruit the best. Use AI to its advantage to undertake time-consuming tasks and focus on building relationships with candidates instead, using the data available to make smart recruitment decisions, and embed diversity into your culture. All companies are different, but these trends are here to stay, so embracing the changes will help you remain competitive in the recruitment market.
Contact Outsourcing HR for help with your recruitment activities
If you need advice or support on recruitment issues, contact us today for a no-obligation discussion. Simply call 07894-546333 or email Margaret Keane.