In 2019's first two quarters, the recruitment industry has experienced a fundamental shift. Candidates have become more powerful than ever in their job searches. With the job market being primarily driven by candidates, it's now heavily the candidates' call to try companies or drop them from their options.
To keep a competitive edge and attract top talents, companies should learn, understand, and implement some fresh strategies from the first half of 2019's recruiting trends:
1. Inbound Recruiting
Companies rely on inbound recruiting for tactics to convince candidates: attract, engage, convert. The main goal is to hire talented employees by luring them toward you.
Ultimately, inbound recruiting has developed into one of the most-prominent long-term solutions to uncovering ideal candidates. Rather than using an outbound strategy, which involves directly reaching out to potential candidates and offering them available jobs, many recruiting firms are now leaning into inbound.
2. Recruitment Marketing
Recruitment marketing is how companies both attract and cultivate relationships with talented individuals by latching on various marketing methods. Combining the powers of marketing with unique onboarding benefits, it helps companies overcome new challenges by offering personalized approaches to candidates.
It follows the latest market trends and enables companies to adapt to the dynamic job landscape. Through this strategy, companies can maximize marketing resources while gaining traction from potential hires.
3. Candidate Experience
Candidate experience is based on the candidates' perceptions of your company's recruiting process. Pulling behaviors, attitudes, and responses to the entire recruiting process in different online and offline channels, companies depend on these valuable insights to gauge candidates' changing wants and needs.
From sourcing, screening, interviewing to hiring, this tactic requires companies to examine every step of their recruiting process to identify shortfalls. It will help them recognize both bad experiences and enjoyable ones. Companies can use negative feedback to adjust some aspects of the process and the positives to highlight them as benefits in joining the company. Other candidates are also more likely to reapply or promote the job opening to their circle if they had a positive recruitment experience.
4. Candidate Relationship Management
Candidate relationship management is a way to overcome one of the biggest challenges within the industry—attracting top talent. It entails managing and improving relationships with potential hires.
Candidate relationship management tools can also be used to automate the communication process to encourage more and better engagements. With such, recruiters can personalize and implement recruiting tactics while improving the overall experience.
5. Talent Pools
With talent pools, recruiters and managers can keep an eye on their top candidate pick by reaching out to them whenever there are new job openings. These long-term, consistent relationships boost company image and set them apart in the candidates' minds.
Though they require a lot of effort to build, talent pools can help companies avoid the high costs and time spent to fill the position. However, for it to be effective, it must consist of high-quality candidates. Regardless, they have proven their value over time as recruiters continue to turn to them when the need arises.
6. Social Recruiting
As Americans continue to get more connected, social recruiting continues to grow as one of the top strategies, with 94% of recruiters willing to use social media in drawing in talents. Social recruiting helps highlight companies to potential candidates through various social media channels. Whether using Twitter, Facebook, Glassdoor, or LinkedIn, it helps companies develop a distinct brand to persuade candidates to join them.
However, social recruiting is much more than merely posting vacant jobs in the company's social media pages. Recruiters can also use it to proactively search for top talent and cultivate a relationship with them. To bolster the company's image, recruiters should start with posting interesting, quality content and interacting with candidates.
7. Employer Branding
Employer branding is a way for businesses to promote their image and advertise potential perks to candidates. It requires organizations to develop an enticing brand that has a strong recall and offers more employee value than the competition. LinkedIn's recent study revealed that more than 75% of job seekers conduct research about an organization's reputation before they even apply.
This study also reported that 69% of candidates would not accept a position at an organization with a bad image, even if it meant staying unemployed. Companies with a bad reputation will struggle to hire and keep individuals. And even if the company offers an enjoyable corporate culture but does not actively promote it, then it will still go unnoticed by ideal candidates.
Here, at Infinity Consulting Solutions, we understand that uncovering and hiring new candidates can be time-consuming, expensive, and challenging. So, we dedicate ourselves to bringing in new recruiting strategies and help our clients implement them. If you want access to these and more, click below to get in touch with us today! Stay tuned for part two as we round up our series on 2019 Recruiting Trends!