Top 7 Recruitment Trends
1. Corporate Talent Networks
With the growth of LinkedIn, Twitter, Facebook, Glassdoor, Indeed, and a variety of other tools available to promote your employment brand, companies have now evolved from a model of “candidate relationship management” to a model of building a “talent network” from which to recruit. The “talent network” is not just a place to post jobs, it’s a place to attract people: and it includes fans, candidates, employees, alumni, and even customers. These “talent networks” are viral product and service communities and they create attraction among prospective employees, customers, and partners.
2. Social Sourcing
Sourcing candidates over the web is important. The oldest of these solutions is LinkedIn, which sells the LinkedIn Recruiter tool to HR organizations. Most recruiters will tell you that having a LinkedIn recruiter license has been helpful. Many of the recruiters rely heavily on LinkedIn but no longer see it as a competitive advantage because everyone else has it too. A whole lot of exciting tools have been created to help companies better find and source key candidates.
3. Recruiters as Sources not Recruiters
The highest-performing companies are now pushing more and more responsibility onto the shoulders of hiring managers by training them how to interview and letting recruiters focus on high-powered sourcing and initial screening. The more “assessment” they push to hiring managers the better.
4. Building an End-to-End Talent Brand
Today’s high-powered recruiters work directly with the SVP of Marketing to create a research-based, authentic employment brand and promote it on the front page of the company website (not only in the “careers section”). A large percentage of the people who visit your company online are looking for jobs – so you want to grab them quickly.
5. Modernized applicant tracking software
Yes we all hate applicant tracking systems because of the 20 fields in a form to apply for a job it makes your head spin. But these systems are necessary and companies spend great amounts of money trying to make them easier to use and more valuable to candidates. Slowly but surely a new breed of these tools is emerging and they focus on managing the entire recruitment process, monitoring ad campaigns, and creating an excellent candidate experience.
6. A great candidate experience
You as an employer can damage your own brand by making it impossible for people to apply for a job, not getting back to candidates, or treating them poorly during the interview process. If you make it unpleasant to apply for a job at your company, word gets around.
7. High value outsourcers and staffing firms
The recruiting process is complicated and varies greatly according to role, geography, and industry. A whole new breed of high value recruitment outsourcers have sprung up to help you find the right people in critical roles. The new tools available has made it more important than ever to look for seasoned professionals (and often specialists) to help you find just the right people.
Source : Forbes
