Must-Know Recruiting Trends for 2019
When it comes to finding the right talent for your business, it pays to know the latest recruiting trends. These practices become popular because they generate results. But what are the latest practices, and why do they work so well?
We’re glad you asked! In this guide, we’re breaking down some of the latest trends and statistics. As a team that works in IT recruitment day in and day out, we’ve learned firsthand what works and what doesn’t, as well as what candidates are looking for in a new job opportunity.
A Glance at Today’s Recruiting Trends
To find the right talent, you have to know where they are and what entices them. Below are some of the leading trends and statistics for 2019 that should mold your approach to recruiting new talent.
Recruitment Marketing is “In”
According to Linkedin, 70% of all job candidates are passively seeking new jobs. In order to draw their attention, many businesses are tapping into a recruitment marketing approach. This involves branding, creating awareness and then generating a call-to-action drawing applicants to apply for an available position.
Sound similar to your marketing strategy for recruiting new customers? If so, you’re right! Just like many B2C and even B2B strategies, recruitment marketing starts with establishing your brand awareness and then funneling it into applicants that want to be a part of your business and culture.
This often includes practices such as content marketing, building a presence on career websites and digital advertising.
With 62% of job candidates listing career websites as their main resource for job hunting, it’s important to put forth the time and effort to make a positive impression. Build a positive first impression, including employee and customer reviews on job sites and Google. After all, 69% of job seekers won’t accept a position from a company with a bad reputation.
Building Relationships with Strong Candidate Management
According to Kelly Services, candidates who have a positive experience with a company are 98% more likely to refer others. By building and managing candidate relationships, businesses can significantly widen their pool of applicants.
Candidate management is an important part of the recruitment process. It not only creates a healthy applicant pool, but it also builds your brand’s reputation. It’s important to treat your interview and recruitment process like you would your customer management.
Too many businesses make the mistake of taking too long to respond or never call back applicants that didn’t fit the bill. Not only does this make your business look bad but it also eliminates possible opportunities later down the road.
Remember, word of mouth is still a powerful marketing tool. By having an established candidate management process, you can get people spreading a positive word about your company, even if they don’t get the job.
Meeting Candidates in Their Personal Environment via Social Recruiting
Social media has changed the game for marketing in general. Recruiting is no exception. In fact, Aberdeen Group reports that 73% of Millennials found their last job through social media platforms.
From LinkedIn to Facebook, many of these sites have designated tools to help businesses spread the word on open positions. You can also increase awareness by connecting these listings to social media campaigns available through each site’s advertising features.
Google Adwords is also a great way to advertise open positions. Digital marketing has several filters and tools to help you reach the right type of applicant. Keywords enable you to focus your ads on specific searches while demographic options enable businesses to home in on their ideal candidate.
Streamlining Through Applicant Tracking Systems (ATS)
Sorting through applicants can be challenging, especially if the flow is healthy. Many businesses, particularly if they are hiring steadily or on a larger scale, us ATS systems to manage their applicants.
These incredible useful systems manage the process from the initial publishing of specific job openings to hiring or maintaining a talent pipeline. Think of it like a CRM for recruiters. As we touched on earlier in Candidate Management, having a streamlined process that communicates efficiently and represents your brand well is important.
This trend, however, is focused more on the internal processes. It enables recruiters to not only manage an existing pipeline for open positions but also be proactive about building a talent pool for later opportunities. This significantly decreases the time it takes to find the right talent when the time comes to fill a new position.
According to GetApp, these systems are so effective that 86% of recruiters say ATS helped them hire the right talent faster.
GDPR and Its Impact on EU Recruiting
While this may seem like a niche tip, it’s a hot trend in the recruitment world. Beyond that, it’s relevant to any company that works with the EU or has employees in the EU. With the world getting smaller through digital means, many businesses have employees all across the globe, so it’s important to know how GDPR impacts recruiting.
Simply put, GDPR restricts how businesses can acquire and store the data of consumers or individuals. Consent is required not only to acquire data but also to confirm how and when it can be used.
This strict regulation significantly limits certain digital strategies, including digital advertising and social media strategies. Maintaining candidate relationships is harder, but not impossible. Businesses will simply have to build a more robust process that complies with GDPR guidelines.
Need Help Finding the Right Fit for Your Team?
Hiring an on-staff IT professional can prove to be a challenge. Most companies hiring new employees for IT aren’t familiar with the practice. Trying to determine qualifications can be hard, especially when there are so many specializations in the field.
Let us help you find the right talent the first time around. As an IT company, we know the trade well. Our staff uses the latest recruiting trends and industry know-how to vet candidates for the job you’re looking to fill.
From validating work experience to asking the right questions regarding qualifications, we make sure the talent is there. Beyond that, we look at soft skills, personality and work ethic to ensure the individual is the right fit for your work environment.
Interested in our services? Reach out via our contact form or give us a call. We’re here to discuss your needs and how we can help you fill them.