Recruiting Technology Trends for 2019

Recruiting-Technology-Trends-for-2019Recruiting technology trends are disrupting old school practices. Companies that take a modern approach to attracting top talent are experiencing a significant competitive advantage in a competitive market. The recruitment and selection process are often targeting younger, highly-skilled technology candidates. Your recruitment efforts must provide an experience above and beyond what was needed in the past.

Today’s talent market is candidate-driven, and as new generations enter the labor market, it is incumbent upon talent acquisition professionals to find ways to sift through the applications to identify, interest, hire and retain the best talent. Recent trends in recruitment involve a mix of emerging and established technologies employed specifically to narrow the selection process and get out ahead of competing recruiters.

Recruitment CRM

For your hiring department to work faster and in a more coordinated fashion, all relevant hiring engagement information needs to be automated and retained in a way that is easily accessible and useful. Recruiting trends should focus on building a relationship with potential candidates from the “best of breed” applicants. Today’s recruitment CRM programs automatically capture HR team interactions with prospective new hires. They can automatically capture and track all points of engagement, including notes, emails and other records.

Using Artificial Intelligence

When you post a job, you can receive hundreds (if not thousands) of applications. What do you do? How can you move through the volume quickly to identify the most qualified prospects? How do you cut down the staggering time and effort it takes to manually enter and track the process? The hiring field is fast moving and dynamic. The more time spent on processing incoming data, the less chance you have of winning the best prospects.

Artificial intelligence brings advanced functions to CRM activity. Artificial intelligence simply indicates that the software has a capability to make decisions that were once exclusively human. For example, screening resumes and generating short list of candidates that have the qualifications your company actually needs. The idea is to take the time out of accurately identifying the best talent.

Leveraging Social Media

Why would anyone want to work for you? How do you get in front of the potential talent you need to hire? How do you segment talent pools to correctly target potential hires for the different areas of your enterprise that need to add personnel?

Increasingly, the younger generations use social media to navigate the employment field and evaluate companies that are hiring. By 2025, 75% of the workforce will consist of Millenials and Generation Z (compared to the 49% today). You want to reach these younger populations? Show up on their smartphones.

Social media is an opportunity to promote the things that matter most to many qualified prospects:

  • Brand superiority, or a very clear brand that stands out.
  • Company mission/purpose.
  • Location benefits (local or remote).
  • Company culture, perks and attitude.
  • Employee testimonials.
  • Built-in benefits.

Through social media, you can target specific ads to niche online audiences. An effective use of social media means an understanding of the channels the candidate types they’ve profiled are using and developing an engagement strategy that embraces the intrinsic interests of that group. Beyond the ability to reach the candidates that are appropriate for your company or industry, cost savings are significant when compared to a shotgun marketing plan.

One of the most visible trends in social media use is employer branding videos that dramatically show the tone, culture, environment, pace and purpose of the company in an engaging clip posted on Instagram, Facebook, Twitter, YouTube and LinkedIn or other social media outlets. Top talent looks for challenges, new experiences, interesting perks and benefits, and a dynamic company culture. Video delivers your message in a relatable, human way.

Applicant Tracking Systems (ATS)

A company that is competitively engaged in attracting more employees and procuring ideal talent is a company that is growing. Company expansion can initially be chaotic as it is dealing with recruitment, training, team integration, streamlining production, and management structure revisions, and possibly global extensions. In this bustle of activity, it is no wonder that over 70 percent of recruitment companies use ATS technology.

ATS systems can track a prospect through all phases of engagement with the company from initial contact and resume submission through interview, ranking and callbacks. It can auto-reply to applicants with the appropriate response and it can monitor individual progress through the application process – even catch mistakes and create alerts for correction.

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