Adapting to Changes in the Recruitment Industry

Recruiting new employees has changed so much over the years. There used to be a time where people would mainly look in the newspapers for job listings. Sitting down at their table, circling their desired jobs, and making calls to the employer. With the introduction of new technologies over the decades, that has all changed. Even today recruitment is vastly changing, mostly happening online, and in some cases, the whole recruitment process is online. If you’re noticing that your recruitment efforts are generating inadequate results, it might be time for you to evaluate the recruitment process so that you can achieve real change.

As a recruiter, it’s time to adapt to the way the world has changed. Neglecting to maintain the pace or keep up with candidate’s expectations can leave you behind in the recruitment race. Different types of creative recruitment strategies and tools need to be added to the mix. Today’s reality is that recruiting is no longer a simple, one-size-fits-all, as it existed previously. Every job opening must be approached as an individual project if you’re going to draw in top talent. Here are some changes in the recruitment industry for you to think about.

A Positive Hiring Process

In the past, recruiters focused on what the company wanted when looking for candidates. Candidates were seen simply as the numbers that made up successful employment. Times have changed. You might be surprised, but applicants are conscious of and assessing your every move. If the candidate has a poor experience during the recruitment process, it can have a massive impact on your hiring success. On top of that, the candidates might spread their experience on social media and review sites like LinkedIn. A few bad reviews could lead to your talent pool to be drained overnight. To make sure this doesn’t happen, adjust your process to be candidate-centric. Guide members of your hiring team to make sure they understand the importance of the candidate experience. Take into consideration the type of candidates you would like to attract for a position before you start hiring. Most importantly, try to take a step back and put yourself in their shoes. How would you want to be treated, and what would make you accept an offer from your company?

Consider Your Company’s Culture

It has been observed that workers are switching jobs and industries more regularly. It is becoming rare for employees to stay with one business for more than just a few years. In today’s world, people are willing to welcome more assorted approaches to employment. They are willing to try on different hats within the workforce. Consolidating your recruitment process on only a candidate’s education and job skills is a practice of the past. As a recruiter, it’s time for you to be more open to a candidate’s potential. What we once knew as a career ladder has turned into a career web. You should invest in attaining candidates who are a cultural fit for your business. A great way to do this is to develop cultural fit questions for your business. Reassure your hiring managers that the candidates who suit your company’s culture have a greater chance to stay longer, as long as they receive opportunities to grow.

Many job posting websites allow you, as an employer, to highlight features of your company. An employer profile page is a perfect opportunity to share your company culture and mission. HBCUCareers.com, one of the largest diversity recruitment resource websites for employers and job seekers across the country, allows participating employers like T-Mobile to even feature videos and links to all their social media connections for candidates to learn more about the company.

Embrace A Fully Digital Recruitment

It’s next to impossible for a recruiter to commit to the various types of recruitment we need in modern times, while also sticking to old school methods. No one has the time to dig through countless applications to find the best candidates. Modern technology has come to your rescue with programs that look through applicants for you and shortlist the best. There’s no need for you to read through every resume, cover letter, or CV you receive. An application tracking software (ATS) will help you keep track of your whole recruitment process, as well as the candidate engagement you receive. ATS will also give you access to HR metrics. If you have still yet to move over to fully digital recruitment, it is definitely time to rethink your strategy.  

If your recruitment has fallen flat recently, it might be a time for some changes in your process. Hopefully, you have been given some helpful ideas that you’ll be able to integrate into your recruitment process for significant improvements.