Finding the right individuals to fit in the organization is one of the biggest challenges that businesses need to face in today’s globalized economy. Every year, the human resources and recruitment field is evolving to take on the competitive global industry by trying to attract top talent in their respective organizations.
Employees today are becoming more selective in choosing the job offers they accept. This prompted a major paradigm shift in recruitment trends during the recent years.
Keeping up with the candidate-driven job market
A Recruiter Sentiment Study showed that the job market today is 90% candidate-driven. The research noted that “Good candidates have multiple offers and are in the driver’s seat.”
The candidate-driven market prompted a major shift in the recruitment paradigm. This means that companies no longer choose candidates. The job seeker selects the corporation they want to work for instead.
Recruiters and HR professionals have started to realize in the recent years that hiring the ideal employee in a candidate-driven market means that candidates are now more inclined to reject undesirable job offers.
To stay ahead of the curve, companies need to ensure that their firm is capable of attracting and retaining the most qualified candidates for their open positions. Doing so requires you to improve your recruitment strategy so that your organization will not be left behind.
2019 will bring about new recruitment trends that will help improve your company’s recruitment strategy.
Here are the top recruitments trends that will make an impact this year:
TREND 1: Employer branding will be a big help in promoting your organization.
Enhancing your organization’s branding and reputation will not only add value to your customers but also to your potential employees. A company with a strong and solid reputation will attract top talent.
A research by LinkedIn, a social networking site for the business community, showed that 75% of job seekers consider an employer’s brand before applying for a job. Having an attractive employer brand will have a significant impact on a job seeker’s decision to engage with your business. You can expect job candidates to do the necessary due diligence that they are capable of. They will research your company and ask about what it’s like to work for your organization.
TREND 2: Enhancing a candidate’s user experience in the application process will create a positive perception for the organization.
Good word-of-mouth can only take your organization so far. Firsthand experience will always leave a lasting impression. This is why it is essential to cultivate a good candidate user experience for your applicants.
Make the application process as seamless and convenient as possible. An applicant’s perception of the company’s recruitment strategy (from the interviews to the hiring process) will make them more inclined to accept the job offer if it meets their standards.
Not only that, candidates who were impressed with the recruitment process but didn’t get the job the first time around may opt to reapply again in the future. Their positive experience may also prompt them to refer other applicants to your company.
TREND 3: Improving your organization’s candidate relationship management will help attract current and future candidates.
Parallel to your company’s customer relationship management, organizations also need to cultivate their candidate relationship management. Building and improving relationships with potential job seekers is an essential arsenal in a recruiter’s toolbox.
Applicants will be more agreeable to choose your company if they have built a good rapport with their recruiter or HR personnel. The shift towards a candidate-driven market has prompted recruiters to up the ante when it comes to candidate relationship management. This trend is not expected to go away anytime soon.
TREND 4: Employee referrals will still be an effective way of hiring new talent.
While there are a lot of new ways of sourcing candidates these days, you may find that employee referral is a tried and tested recruitment strategy that still comes in handy nowadays. The Undercover Recruiter, a recruiting and talent acquisition blog, created an infographic that illustrated how employee referrals have the highest applicant to hire conversion rates.
Since your own employees have their own network of potential candidates, you can tap into their personal network by creating an employee referral program that can benefit both the employee and your organization.
TREND 5: Social media recruiting will build a proactive relationship with potential job candidates.
An organization that is active online can tap into potential candidates who are active social media users like Gen Z. This generation grew up on the cusp of the online world and they are starting to enter the workforce this 2019. They go on social media to shop, write reviews, ask recommendations, and even look for jobs.
However, using social media to tap into the Generation Z workforce as potential candidates go beyond posting job vacancies on social networks. It also means that your company needs to nurture a proactive online relationship among potential candidates by regularly sharing posts about your brand. Showing a glimpse of what’s it to work for your company on social media will further encourage them to apply for your vacancies.
TREND 6: Inbound recruitment marketing strategy will help attract potential candidates to make them choose your firm as their next employer.
In a candidate-driven market, reaching out to potential candidates regarding your company’s open position is not the only way to entice them to work for you. Rather, you have to remain as their top-of-mind choice when they think of their next employment opportunity.
This is what an inbound marketing strategy does to your brand. The goal of this strategy is to effectively and efficiently attract, engage, and convert top candidates into choosing your company over your competitors. In order to make applicants choose you as their next employer, potential candidates must look up to your company as “the greener pasture” they can aspire for. In return, the organization must also live up to their expectations once they go onboard.
TREND 7: Data-driven recruitment tools will streamline the application process.
Nowadays, there are modern data-driven recruitment tools that will help recruiters streamline the process of finding the best candidates suited to your company’s vacant positions. Data analytics from these tools can even help your organization improve your entire talent acquisition process.
Through the evaluation of various candidate performance metrics for your hiring team, results from this analytics will help recruiters find the appropriate candidate to fill your vacant positions. These recruitment tools will also thoroughly sift through your company’s stack of applicant resumes by identifying candidates with top-notch credentials.
TREND 8: Chatbots and AI interviewers will improve candidate engagement.
The role of AI in recruiting is expected to be on the rise this 2019. A global survey showed that 63% or nearly two-thirds of talent acquisition respondents say that AI has changed the way recruitment is done. Additionally, 69% of those respondents also noted that using AI as a recruitment tool helps in getting higher-quality candidates.
Some offshore RPO firms, such as Sysgen RPO, are using AI tools like Roborecruiter to help improve a firm’s candidate engagement. Roborecruiter is one of the biggest chatbot platforms in the recruitment industry that has certified easy-to-use-and-learn conversational technologies. With Roborecruiter’s instantaneous response, employers can stay in touch with potential candidates through automation. It also works perfectly well on whatever device that your applicants are using.
TREND 9: AI-powered recruitment automation tools will help lead to a more effective candidate sourcing.
The use of AI-powered recruitment tools can help improve the quality of potential candidates in your company’s pipeline. AI tools that use video and voice components, including biometrics analysis, will help assess the quality and authenticity of the applicant’s responses. It can also provide an in-depth analysis of whether or not a potential candidate can be a good fit for your company.
AI-powered recruitment tools can also be used for talent rediscovery purposes. AI platforms can help reconnect with people who have shown past interest with your company and its open positions. It can screen resumes of individuals whose credentials are ideal for other vacancies in your company. It can even automatically send emails to qualified candidates.
TREND 10: The recent EU legislation regarding the General Data Protection Regulation (GDPR) will change this year’s recruitment operations.
The General Data Protection Regulation (GDPR) aims to unify data regulations within the EU. Compliance issues across all platforms, products, and services are being dealt with across Europe. The GDPR gives the applicants more control over their personal information.
Since recruiters and HR personnel have a myriad of candidate data and personal information that they store and process, they also need to ensure that their recruitment strategies are compliant with the GDPR. It can be expected that there will be more companies that will outsource the recruitment requirements to expert RPO firms. These firms should not only compliant with the GDPR but they also need to be knowledgeable about its impact regarding candidate sourcing.
2019 will definitely be an exciting year for recruitment
Sysgen RPO anticipates that new technologies will drive the recruitment process this year. From the advancements in AI to the increased reliance on data analytics, the recruitment field is predicted to be more tech-driven this 2019. Sysgen RPO is here to ensure that your company remains up-to-date with the latest recruitment trends as we help you find the best candidates for open positions in your company.
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