From social media to the news agenda of the day – we’re all interested in what’s trending. Recruitment is no different; keeping up to date with the latest developments and analysing trends will help you to stay ahead of the recruitment game. Here are Manning Global’s magnificent seven trends worth looking out for over the next six months…
1) Video CVs and Interviews: The advantage of real time video and audio gives candidates a chance to present themselves more than a piece of paper ever could. Not only are they showcasing their personality, they’re also proving they’re able to work with tech and realise its potential. As for recruiters, video interviews can cut down the time and cost associated with recruiting by allowing them to pre-screen candidates, rather than spending time in a face-to-face interview.
2) Applicant Tracking Systems: Now becoming easier to use and more valuable for both recruiters and candidates alike, ATSs can manage the entire recruitment process; from filtering candidates to pre-employment testing, as well as combining data and algorithms to provide a better job match for candidates.
3) Social Talent Networks: With the explosion of social media, more and more companies are using platforms such as LinkedIn, Twitter and Facebook to connect with potential candidates and job seekers, helping to promote their brand and engage with fans through easily-shareable viral content, including memes, pictures, videos and infographics.
4) Upwardly Mobile: Smartphones are changing the recruitment landscape. Failing to have an easily navigable, mobile-friendly website that includes the latest Job Opportunities is tantamount to recruitment suicide. By providing flexible, mobile recruitment solutions at the touch of a button, you can not only speed up the recruitment process, but also increase the amount of applicants applying for each position.
5) Division of Labour: As more and more organizations seek a highly specialised skillset from their candidates, the competition for top talent among companies has led some to divide the talent acquisition responsibilities between recruiters who are specialised in identifying and assessing candidates and hiring managers who are mainly working with recruiters on talent sourcing.
6) Candidate Experience: Job seekers shouldn’t have to jump through hoops just to apply for their chosen position on your career site. The process should be as seamless as possible. Ditto, the hiring manager should always be available to offer candidates feedback after the interview. This proactive, hands-on management improves the candidate experience and is paramount to acquiring top talent.
7) Assessing the Options: Pre-employment assessment tests – engineered using I-O psychology – are essential for determining a candidate’s skillset, knowledge of the company, behaviour and cultural fit. The increased use of pre-hiring assessments prove they are an invaluable tool for recruiters and will continue to be so in 2018.
2018 RECRUITMENT TRENDS FACTS & FIGURES*
56% of leaders say that their team’s hiring volume will increase and in order to measure success they are focusing on how long a new hire stays at the company, hiring manager satisfaction, and time to fill.
While nearly 70% of recruiting budgets are spent on job boards, recruiting tools and staffing agencies, talent leaders identify employer branding as the number one area where they wish they could invest more.
Over 80% of leaders acknowledge that employer branding has a significant impact on their ability to hire talent. As many recruiting teams are struggling with resourcing employer branding, they look to their marketing partners for support. This usually includes joint ownership of social media channels and asset production.
*Survey based on 4000 Talent Acquisition decision makers working in HR, at Manager level or higher, on behalf of LinkedIn.
