Recruitment requirements in 2019 to attract top talent.
Mariah James, content developer, RecruitBPM on trends and techniques.
Every changing year brings new requisites in the recruitment industry and 2019 is no different. To beat the substantial competition in recruitment and stay ahead, you need to grasp and instigate the latest trends as soon as possible. The hiring process has been changed over the years, involving technology, marketing trends and strategies based on market challenges. 2019 requires you to embrace the following ideas to compete with competitors and achieve hiring goals successfully.
Automation of recruitment process
Opting for an automated recruitment system is inevitable in the current technology-oriented situation. Smart recruitment companies have already moved from traditional to more conventional and technology-oriented recruitment which has helped them to make millions in recent years. Recruitment automation tools provide best solution to streamlining the hiring process and get a higher fill rate in less time. Applicant tracking system which offer a combination of searching, attracting, engaging, converting and hiring candidates are the most essential tools for recruiters to run the hiring process more efficiently. Your latest applicant tracking system should be equipped with the ability to integrate with community platforms, multiple social medias, communication tools and job marketing platforms. It should also provide data analytics for you to monitor and enhance your recruitment process.
Use data analytics for effective hiring strategy
Data analytics is going to play a powerful role in business for the coming years and recruitment is no exception. Using your recruitment data effectively in designing a future hiring strategy can help you focus on metrics such as job order completion rate, qualified candidate rate, candidate response rate, cost to hire, time to hire and fill rate against set targets. In addition to analytics, the latest recruiting software have aesthetically designed dashboards offering graphical reports of recruiting and performance metrics. These reports help you analyse data against the efforts you have made, and the recruiting strategies you are going to plan for future.
Target niche job boards
The next thing you need to hit in 2019, is marketing your jobs to niche specific job boards. Instead of floating your jobs on general job boards with a number of categories, target the right place to find the matching candidates. To hire a healthcare consultant, checkout healthcare platforms rather than going on to business social media. On niche-based job boards you will get a limited number of candidates but they will be qualified in most of the skills you require for the particular job. Be smart to save time and stay ahead of your fellow recruiters.
Social media platforms (Facebook, Twitter, LinkedIn etc.) along with job boards, review platforms, recruitment blogs and forums provide a huge number of talent pools if you post and advertise jobs on them. Social recruiting helps you to engage with potential and passive candidates to drive them to your company website and build up your talent pool. As it provides large number of possibilities to post and market the jobs and engage candidates in multiple ways, social recruiting is one of the hottest trends in 2019.
Candidate Experience Augmentation
Recruitment is not about just filling in the required positions with suitable candidates – it also incorporates the candidate’s interactive experience, behaviour, feelings and feedback during candidate sourcing and screening, interviewing, hiring and finally onboarding. Candidate experience is crucial because it plays a vital role in building a company’s reputation while hiring. A good candidate experience will encourage applicants to accept the job offer and recommend the recruiters to other candidates as well.
Build the employer brand
In today’s age, branding is one of the most critical aspects of marketing which can make or break any business. Unlike the consumer industry, recruitment is highly dependent on reputation and the popularity of a company is related to its employee value proposition. LinkedIn research shows that more than 75 per cent of potential candidates do research about an employers’ reputation before heading to apply for a position and nearly 70 per cent of candidates would not accept an offer from an employer with low reputation. A company with bad or no branding will have to struggle a lot to attract and retain candidates as compared to a business having impressive branding strategy.
Another latest development in business is implementation of GDPR law to protect the personal information of clients and consumers. GDPR compliant businesses are considered more reliable as now you have greater control over your personal data and companies are not allowed to share it with third party without your permission. Using GDPR compliant applicant tracking systems will keep your recruiters from receiving heavy fines.