The Future of Recruitment

Recruiting is not only about hiring the next employee. It should also consider the evolving trends in recruitment, which may include automation and strategic planning. For a recruitment strategy to be successful, it should integrate current trends and be flexible enough to cater to future needs. Your next advantage may not be about your hiring strategy but rather in the structure that you build now to shape your recruitment and talent acquisition strategy as you move forward. So, take a step back and consider the future of recruitment.

1. Candidate Track Systems?

The Applicant Tracking Systems is a system used by recruiters and employers in tracking candidates during the recruiting and hiring process. It comes equipped with various capabilities, including simple database functionality that makes it easier for employers to manage, filter, and assess potential candidates.

Every company is unique. However, every company only desires to attract and hire top talents. Unfortunately, many companies are faced with major challenges during the hiring and onboarding process. The applicant tracking system can provide a variety of capabilities that help organizations search, hire, and retain the best employees.

Some companies cannot connect with top talents since they do not have the right channels to find specific candidates. The applicant tracking system can help address these challenges. Some of these tools are powered by Artificial Intelligence (AI) to create an ideal candidate profile, assess and identify their skills, and analyze factors for successful hires. This helps companies better understand candidates’ behavior, improve brand recognition, and target the right candidates on the platforms and channels that they use the most.

2. Use of Social Media – LinkedIn

Thanks to social media like LinkedIn, recruitment is now more streamlined. LinkedIn is a truly fantastic tool for recruiting. It helps make searching for potential candidates easier and less time-consuming. With LinkedIn, employers can save time and money and increase their reach to the right candidates.

Potential candidates use LinkedIn in several ways. They sign-up and create professional profiles to make them look attractive to various employers in their industry. Some of them use LinkedIn to network and connect with like-minded professionals. Most LinkedIn users use the platform to expand their network and reach out to the best companies in their industries. As an employer, you can use LinkedIn to look at the profile of potential candidates, get access to their contacts, and get a feel of the candidate’s overall character and personality.

LinkedIn is also a very useful tool for referral recruiting. Studies show that referral recruiting is a less time-consuming and more cost-effective hiring process. Moreover, a referral recruiting through employees has also been found to minimize turnover rates in various companies. By asking employees to refer potential candidates, the employer can take advantage of free resources in helping them look for qualified candidates. One of the easiest ways to get your employees to refer their friends is to provide them with a platform that will allow them to share available positions through their social network accounts, like LinkedIn.

Not only is LinkedIn an excellent tool for recruiting, but it also helps employers to boost their branding. Companies can use LinkedIn to create company pages, be a part of some organizations in relevant industries, and get involved with industry discussions. If you showcase yourself on LinkedIn, you will become even more attractive to potential candidates.

3. Remote Recruiting

While recruitment is traditionally being carried out in office settings, many companies will undoubtedly integrate remote recruiting in the future. Although the core elements of recruitment will be the same, shifting to remote recruitment may change the way companies search and hire the right talents.

Also known as virtual recruiting, remote hiring is the process of sourcing, pre-screening, and onboarding new employees in a completely remote setting, with the help of remote tools and other methods. Employers will use virtual meeting applications like Skype and Zoom for interviewing potential clients. Even the onboarding process is carried out remotely using e-signature documents. Other tools, such as the applicant tracking systems and client relationship management systems, will also be used, which allows for the consolidation of processes and information in a single location.

Experts in value-based recruitment in the lifestyle sector, Lightning Travel Recruitment, promote companies to embrace remote hiring, as it provides a good opportunity to minimize unconscious biases during recruitment, improving diversity, Equality, and Inclusion in the workplace. With more and more organizations pushing for equality, companies are now under more pressure to actively promote diversity and inclusion initiatives. Thanks to remote hiring, companies can broaden their search to expand their pool of talents and hire diverse candidates.

4. Becoming More Transparent in Recruitment

A 2018 survey found that one of the biggest challenges that job seekers face is the lack of information regarding the key details of the role they are applying for, especially regarding benefits and compensation. A lack of transparency in recruitment could lead to several issues, including negative candidate experience and a high number of declined offers. In the future, recruitment should focus more on transparency when hiring a potential candidate.

Clear communication with candidates will allow companies to set realistic expectations on their roles and encourage candidates to be more engaged. A lack of transparency in recruitment can lead to misconceptions about the organization, leading to high chances of employee turnover. Unfortunately, most interview processes will only reveal small details about what it is actually like working for the company. But this should change if companies want to attract top talents and retain the best employees.

Transparency in recruitment should start by having clear job descriptions. Avoid overselling the position by not mentioning the “negative side” of working for this role. If you know something about the position that’s not great, don’t hesitate to mention it in the job description. Be very clear about what the role entails so there will be no surprise expectations.

During the interview, the interviewer should provide details about the compensation and benefits. Remember that one of the biggest motivators of a job hunt is the salary expectation. Every candidate has certain expectations of how much they want to receive and any benefits.