Recruitment industry at a glance
8 trends that have changed the recruitment industry
Rapidly evolving technical skills requirement
Don’t ignore the skills shortage, even if you’re not experiencing them in your industry. As technology advances, every industry will embrace the likes of IoT technology, AI, big data, and data analytics. Solution: Become a specialist in your industry and keep abreast of industry developments, particularly in technology.
A more transient workforce
Long service awards are rapidly fading into obscurity as employees change jobs and industries more frequently. Few employees stay at one company for more than a few years today as people adopt a more varied approach to work and are willing to try different roles. Focusing only on education and job skills is in the past; recruiters have to be more open to a candidate’s potential too. What was the career ladder is now the career lattice? Solution: Commit to finding candidates who are cultural fits and develop an atmosphere set for your company. Assure hiring managers that candidates who match the company culture will stay longer if they’re given opportunities to grow.
A more connected and informed workforce
The internet has revolutionized employee and candidate mindset. People are no longer willing to be numbers on the payroll of a company that has no identity. Candidates want to know more than just the JD and salary package before they accept an offer. If you’re going to attract top talent, you have to motivate why they should join your company. Solution: Adopt marketing as a recruitment tool. You need to know your employer brand and how to sell it to potential candidates not only job applicants. Regular engagement with your talent pool is essential to keep them engaged and interested when a suitable vacancy comes up.
Previously recruiters were focused on what the company wanted, and candidates were viewed as the numbers that made up a successful placement. No more! Applicants are aware of, and judging your every move. Poor recruitment processes, lack of employer branding, and a lousy candidate experience will have a massive impact on your success. Worse still, candidates spread the news on social media and review sites like Glassdoor. A few bad reviews could see your talent pool turn into a mud pool overnight. Solution: Become candidate-centric! Mentor members of your hiring team who don’t understand the importance of the candidate experience. Consider the type of person you want to attract for any opening before you start hiring, and then put yourself in their shoes.
Completely digital recruitment
No recruiter can embrace the different types of recruitment we need today and still stick to old school methods of wading through countless applications to find the best candidates. Technology has stepped up to help. Algorithm assisted selection allows you to shortlist the best applicants without having to read through every CV. An ATS will enable you to keep track of all your recruitment processes as well as candidate engagement. You also have access to real-time data and HR metrics. Solution: If you’re still not converted, it’s definitely time to make the change. Digital recruitment isn’t only the way of the future; it’s already a deciding factor in the recruitment industry today.
Recruitment is no longer a solo effort
If you’re managing the hiring process on your own with input from one or two-line managers, you’re probably not coping well. Previously recruiters worked mostly on their own engaging in reactive hiring. Most companies have realized that working that way comes with many pitfalls leading to bad hires and early fall-outs. Collaborative hiring is fast becoming the norm and hiring teams work together from the moment a job is identified to the day the successful candidate starts. Solution: Motivate the value of collaborative hiring to line management and identify a hiring team for each vacancy. Invest in an ATS to ensure that all team members are on board and to keep the group updated on the progress of each job in real-time.
The best candidate isn’t necessarily on your doorstep
Previously companies hired people from their local area, and everyone mostly did a nine to five day, but that’s changed. Depending on the job, employees don’t need to live in the same town, or even in the same country. Recruiters need to broaden their horizons and be visionaries, particularly for those hard to fill roles. If you keep your candidate search local, you’re definitely losing out on top talent. Solution: Become a harbinger for change. Educate hiring managers on the potential of remote employees and the value they bring. Find different sources of recruitment for new opportunities.
Recruitment doesn’t end with a successful placement
Previously a recruiter’s job was done when a candidate accepted an offer, but not anymore. The recruiters of today need to have vision and industry insight so that they can source candidates who will not only stay at a company but also add value to the company. For an employee to add value, they need to feel valued, and that again takes us back to cultural fit! Recruiters need to look beyond just skills and education. Solution: Accept that the role of a recruiter has shifted substantially. Recruiters need to be innovative with a long-term approach to finding talent. Hone your marketing, communication, and mentorship skills to ensure lasting employee tenure and build a robust talent pool.