There’s no doubt that recruiting today is the result of rapid evolution alongside mobile technology and social media. Employers are making their career sites and application processes mobile. Their career sites attract, engage, and inform candidates. They are using recruiting technology for sourcing and screening candidates, and they are using data to better manage their recruiting processes.
LinkedIn Talent Blog’s Esther Cruz cites the new 2015 US Recruiting Trends report when she cautions that there’s intense competition in hiring and it’s a major obstacle in recruiting. The Recruiting Division touches on this in “Where Will Your Recruiting Strategies Be One Year From Now?” Employers need to do some specific things today and going forward to make their recruiting process the competitive advantage they need. They have to access the right data to precisely understand their recruiting needs and the job seekers they must attract. They need to be actively developing candidate experience and use the latest recruiting technology.
Is your company invested in developing the recruiting process into a competitive advantage? Are HR, the hiring managers, and senior management at your company one hundred percent supportive of recruiting process improvements? If the answers to these questions are no, your company may not completely understand how employers need to recruit in 2015 and beyond.
Employers Need Recruiting Intelligence
No one recruiting today is operating in a vacuum. When employers need talented and qualified workers to build their companies, they need to know more than just where the right candidates are. They need to know who their competitors are and how they are recruiting to differentiate their companies in the job market.
They should be looking at other companies advertising the same positions to see what they offer in terms of their career sites, candidate experience, employer brand, and compensation and benefits. They need to highlight as much as possible how they are different for candidates. Employers need to understand and offer competitive market rates and offer competitive compensation as much as possible, and advertise what makes them a desirable place to work.
Employers need to understand the candidates as much as who’s competing for them. They need to know what candidates are looking for in employers in terms of benefits, development opportunities, culture, and compensation to craft effective recruitment messaging and marketing. That kind of data comes from current surveys and research.
Employers Must Manage Candidate Engagement
Employers need a candidate engagement strategy that includes understanding the positions they have open now and will have in the future, memorable and engaging job postings, and a talent pipeline with a way to stay in contact with applicants who aren’t hired. They can’t wait until a position is open to start looking for candidates.
Job postings must emphasize how employers are different from competitors looking to hire the same types of candidates. They must include real insight into what it’s like to work at the companies that are hiring and tell the companies’ unique stories to attract and engage candidates. Just defining the essential job functions won’t even come close to interesting applicants anymore.
Staying in touch with applicants and building a relationship with them is important and will only become more so in the future. Employers need recruiting technology that helps build candidate pipelines so they don’t have to start a new recruiting process over and over.
Employers have to develop a candidate experience with transparency, a focus on user experience, and personal treatment that positively impacts how candidates feel about the employer. The candidate experience must use the company’s employment brand, create a fun and easy process of getting to know the company and applying there, and friendly, polite treatment that includes things like staying in contact with candidates all throughout the recruiting process and afterward as well.
Employers Must Use Recruitment Technology
A fact of recruiting in 2015 is that the sheer volume of applicants and resumes almost requires technology to manage it well. Employers have to provide ways for candidates to apply from mobile devices, have to use a platform that enables them to search resumes from various sources, and have to have a way to automatically push their jobs out to select advertising and social media.
They need to be able to develop and draw from a focused talent community, and that means an optimized career site to attract candidates. Applicant tracking systems help employers manage an onslaught of resumes electronically and support candidate pipelines.
Recruiting is changing from a manual process into an automated, data-driven process that requires the right tools to get the best results. Employers can’t compete for the talent they need without evolving their recruiting processes along with the data, strategies, and technologies that their competitors are using now and moving forward in the next few years and beyond.
Andrew Greenberg’s roots in recruiting date back to 1996. He has experience both on the agency-side and corporate-side of the staffing business, with a focus in the financial services space at companies like Bloomberg and UBS. He also has core experience with information technology staffing, and has worked for major software companies such as SAP Business Objects and IBM/Informix Software. To get in touch with Andrew, you can reach him by email or by phone at (800) 797-6160.