Last year several new recruiting tactics were introduced. This year, we’ve seen them adopted and implemented. And many of these modern methods will shape the hiring process in 2019.
We’ve analyzed many of these new tactics and technologies. Some are fleeting trends soon to be forgotten. But some of these new methods would be worth implementing. The following 7 recruiting trends are the methods we believe will continue into 2019.
Earlier this year, Google announced they were moving to mobile-first indexing. Search engine optimization may not have been a top priority of recruiters in the past, but this update is worth acknowledging.
Google makes changes for two reasons:
- To benefit the searcher’s experience.
- To adjust to searcher’s habits
Today more candidates are conducting their job search on a mobile device. But that doesn’t mean the industry is following suit. Although mobile platforms have been around for quite awhile, many recruiters haven’t adopted this change.
In a recent study, 45% of job seekers said they use mobile to hunt for jobs at least once a day. And 89% of job seekers use mobile platforms for job search. Today, 16% of applications are submitted via mobile. To be effective, your recruiting strategy should allow candidates to easily interact on a mobile device.
Say goodbye to paper resumes
Speaking of applications, the future is signaling the end of the paper resume. Organizations are beginning to place more importance on soft skills. Beyond a paper document, social media profiles and video submissions can more accurately demonstrate a first impression.
For the company hiring this means keeping up with trends and being able to accommodate these technologies.
For job seekers, this means this means developing an integrated personal brand through social media profiles, digital portfolios, and even a personal website (if appropriate for the position).
Develop an attractive online profile
If companies want to attract top talent they need to portray an appealing environment. Social media is used to demonstrate corporate culture. Research shows that 79% of candidates review social profiles during their job search.
The reality of working for your company should be accurately portrayed across your social media. Strengthening employer brand was listed as a priority by 60% of organizations. Your website, social media, and online reviews should provide an accurate depiction of the company culture.
Realize the impact of artificial intelligence
It sounds like something out of a sci-fi movie, but artificial Intelligence is impacting the job market. The UK has already experienced the impact. In 2017, 66% of UK office employees requested the assistance of AI to accomplish their daily work.
This technology will impact the roles HR departments need to fill. Working with the assistance of AI will change the skills required of employees. Within the next fifteen years predictions indicate that 50% of employees will rely on the assistance of AI.
Consider flexible working conditions
The Gig Economy has impacted the job market in multiple ways. Not only are more workers moving to freelance positions, this trend is changing their expectations.
Research found that 65% of employees would pursue contract work if given the opportunity. This can be attributed to the many perceived benefits of such roles such as working from home. A 2016 survey reported that the ability to work remotely impacted 68% of candidates decision.
We don’t anticipate the entire workforce to quit their traditional jobs for contract work. But the popularization of these non-traditional roles has changed employee expectations.
Take note of virtual reality
There’s no shortage of video interview software. As we previously mentioned, video is able to demonstrate a more accurate first impression.
Video interview doesn’t seem like it will be going away. Additionally, virtual reality and augmented reality platforms are being used for interactive hiring needs. Rather than answering the usual questions, virtual reality shows how candidates respond in practical settings.
Develop Talent Relationship Management
With an already competitive job market, Talent Relationship Management (TRM) has become an increasingly important recruiting tool. Unfortunately, many HR departments have overlooked the importance of cultivating the existing relationships within the organization in order to attract new talent.
History has shown that 40% of companies’ best hires come from within. One study showed that utilizing TRM resulted in a 4% higher offer acceptance rate. Candidate Relationship Management (CRM) shouldn’t be overlooked. Rather, it should be implemented alongside TRM in order to recruit the best candidate.
In order to recruit the right candidate, you have to employ modern hiring methods. Simply posting a job and waiting for the resumes to pour in may not work anymore. Today’s job market requires a more proactive approach from both the recruiter and the candidate.
Finding top talent requires staying up-to-date on these trends. Depending upon the size and capabilities of your organization, you may not be able to adopt all these trends. But you should be aware of the expectations. As an organization, identify the weaknesses within your current recruiting methods and be willing to implement needed changes.
January 16, 2018
By Christy Fox, Marketing
With the new year, and new resolutions, gyms are packed with people focusing on improving their health and overall well-being. Not only are individuals working towards goals of a healthier lifestyle; employers have been investing in and developing wellness programs for the workplace as well. Wellness programs in the workplace are proven to improve productivity, culture, and employee satisfaction with their jobs in addition to saving the company money on healthcare costs. There are a variety of ways for companies, both large and small, to improve employee wellness from fitness initiatives, to healthy eating, to mental health. Here are some ideas for companies to promote wellness in their organization (both free and paid).
- Work with local gyms to get corporate discounts on memberships to offer employees, or provide a gym membership reimbursement plan as an incentive to working out. According to the PricewaterhouseCoopers 2016 Health and Well-Being Touchstone Survey, 73% of employers offer physical activity programs/fitness discounts.
- Encourage walking meetings or offer standing desks.
- Provide healthy snacks or fruit in a common area of the office.
- Organize company group fitness classes.
- Bring in professionals to go over mental health topics such as stress management, healthy sleep habits, meditation, and more.
- Provide a list of healthy food options nearby the office for employees who may otherwise be unaware of the options surrounding them.
- Offer one on one coaching or personal training.
- Invest in health measurements such as biometric screening, BMI measurements, and health risk questionnaires.
- Provide tobacco cessation programs.
- Hold fitness or healthy eating challenges or competitions.
Encouraging health and wellness in the workplace will overall attract talent, create a great place to work, and offer employees the tools they need to live a healthier lifestyle. What types of health and wellness initiatives are most important to you in the workplace?
January 2, 2018
By Barb Miller, Marketing Manager
If you’re seeking a job, standing out and capturing the attention of hiring managers and recruiters can be a challenge. This means that you have to cut through all the noise out there, online and offline, in order to make yourself easy to find.
Here are a few suggestions:
Upload your resume to job boards. Hiring managers and recruiters often rely upon sites such as Career Builder, Monster, and Indeed to find candidates who aren’t in their internal applicant tracking system. These job boards are a gold mine for trying to find the perfect candidate for a role. Large career sites such as Career Builder will ask you upload your resume into their database at no charge. Resumes stored into their database are then available to hiring managers and recruiters who pay for access to search their bank of resumes.
Keep your resume up-to-date. Make sure you update your resume every few months and make it stand out. Tailor your resume to your desired job title you’re seeking and show how you’re different. For example, every time you have an achievement or are recognized by your company or industry, brag about it. This is not the time to be humble. You need to showcase the stuff that hiring managers and recruiters are looking for.
Develop online presence at beBee.com. beBee is a new personal branding platform. The network was created to allow people to showcase and share their personal brand and market themselves to employers, clients, customers, vendors and media in their respective industries. beBee allows users to network with each other through common personal and professional interests, uniting their personal and professional lives in one place.
Beef up LinkedIn profile. It’s no longer enough to just build a LinkedIn profile. You need to include the most relevant keywords used in your industry, highlight your skill sets, keep your accomplishments up-to-date, quantify achievements whenever possible, such as “increased productivity by 25%” or “doubled sales quota” and make sure your personal settings are allowing hiring managers and recruiters to view your profile. Double check by clicking on Settings, then click the Privacy header, you’ll see a Job Seeking section. Set it to the mode that allows hiring managers and recruiters to know that you’re open to opportunities.
Add Google+ to social media efforts. In addition to your LinkedIn, Facebook & Twitter profiles, add Google’s social media channel, Google+. It’s definitely worth exploring. Google+ offers great chances for professionals to showcase their work through online portfolios. Check out the Google+ communities and you’ll discover a number of Google+ users are from various industries and job levels. Remember to keep your profile updated in Google+ including your current location so hiring managers and recruiters can easily find you.
Be seen in the right places. Never miss an opportunity to connect with key influencers and leaders in your field. Networking at industry events is the perfect environment to approach these people and have a discussion. Too often people shy away from the trade show exhibit hall at conferences. They fear that they will have to talk to salespeople, but these industry suppliers are some of the best people for you to get to know and learn more about the current business climate. Approximately 85% of jobs are filled through networking.
Volunteer in the community. To fill time between jobs or explore new opportunities and careers, many people are finding that a volunteer job especially in the nonprofit sector can sometimes lead to permanent, salaried employment. For example, each October, there’s the “Make a Difference Day,” one of the largest annual single-days of service nationwide. People from all walks of life, professions and industries come together with a single purpose…to improve the lives of others. On a day like this, you never know who you could meet or work alongside.
If you are in the job market, let us know what other ways you’re using to grab the attention of hiring managers and recruiters. Please post below.
October 27, 2015
When it comes to discussing salary during the interview process, timing is everything!
By John Yurkschatt, IT Director
Being a recruiter, I can’t tell you how many times I’ve had to say those words to consultants and candidates. I also let them know that if they’re the perfect candidate for the job, the subject will eventually come up on its own without forcing it.
Moreover, I strongly advise any candidate against getting anywhere near the subject on a first interview. After all, your first interview is a “getting to know you” invitation. Even if your first interview is going extremely well and there’s a second interview in sight, the subject of salary can and should wait for several reasons: You truly need to understand the job at hand, you need to know what will be required of you, what the job involves, and the potential for advancement. Additionally, at this point, you can’t know if you’re their number one candidate. It’s just too early. So why put a price tag on it yet?
Now, if the interviewer brings up the topic of salary on the first interview and asks you what you’re looking for, the best advice I can give you is to turn the tables on them by asking about the salary range for the position. Let them make the first move. Never just throw out a number off the top of your head. You can’t recover from that. In fact, statistics say about 80% of those who offer a number, end up too low and pigeonhole themselves.
When is the best time to talk about salary? When the hiring manager/interviewer has made it clear that they’ve narrowed the field and you are their candidate of choice. The company will most likely put an offer on the table. That’s a good starting point. If the number is attractive to you then go from there. If it’s too low, you don’t have to accept the offer and it’s time to present your case and negotiate. Mention the value you bring to their firm as well as any current employment situation such as pending raise or bonus, great benefits, better vacation plan, etc. Remember you’ve waited until the company has committed to wanting you so there’s a strong possibility they’ll take your information and come back with a better offer.
You might have to meet them halfway. If the position is attractive to you and the company is your top choice, it’s worth the compromise. It’s a solid offer. Remember there is a fine line between being too demanding and feeling like you are in a good place and walking into a good situation.
Here’s where I need to tell you that one of the benefits of working with a recruiter is we are very instrumental in the area of negotiations. Using a recruiter allows you to get the best possible deal, while avoiding the need to confront your new potential employer. Also, recruiters better understand whether you are getting the best possible deal. In fact, how recruiters negotiate for you could be a near future blog.
Overall, I can’t stress enough that the only time to talk compensation is when the interviewer brings it up or when an offer has been extended to you. Bringing up the topic out of turn or too early in the process could jeopardize your chance of landing the opportunity.
Please share how you negotiated salaries in the past.
October 20, 2015
Last week we provided the first 6 tips in the blog, Tips for Working with Recruiters.
Given that CareerBuilder estimates that nearly 75% of people looking for a job never hear back, it is not surprising that so many are turning to recruiters for assistance. Recruiters receive at stack of resumes every day from job seekers. So here are some tips that might help you get noticed.
Tips for Working with Recruiters:
7) Keep your promises. If the recruiter has gotten you an interview, go to it. However, don’t go after jobs you know you won’t take. This wastes everyone’s time.
8) Trust them. They know what they are doing.
9) Tell the truth. Don’t exaggerate or lie on your resume, on the phone, or in an interview. All candidates who lie eventually get caught. So don’t burn your bridges by purposely padding, misleading, or lying. Besides, you might be risking your career as well. It’s not worth it
10) Let them negotiate your salary and benefits.
11) Thank them. No one likes to work hard for someone and not be appreciated.
12) Stay connected. You never know what’s going to happen at any job. Also, one way to stay in contact is to be helpful to the recruiter. If they see you as a resource, it is better for you and them.
Finding work is a daunting task but could be made easier with the assistance of a reputable recruiter in your industry.