admin According to research, the current job market is 90% candidate-driven. Consequently, searching and recruiting ideal candidates, especially those with in-demand skills, has become expensive and time-consuming. That’s why there is a major shift going on in recruiting paradigm and the field of human resources is continuously evolving. These changes are inevitable because of a more global workforce. So it is important to look at the latest trends that will affect the recruiting industry in 2019. We highlighted recruiting trends for 2019 that you need to start implementing.
Recruitment Marketing
Recruitment marketing is the process of promoting and attracting talented individuals to your organization using marketing strategies. It is a practice that has been introduced as a result of the current situation in the labor market. Its main goal is to follow the latest trends in the market and offer optimistic solutions to the companies for new challenges. Organizations that first implements these new recruiting best practices will be more likely to attract talent which makes Recruitment Marketing at the sole top of the recruitment trends.
Employer Branding
Employer branding is essential for building a strong and attractive employer brand. Employer brand is about the company’s reputation as an employer, and its employee value proposition, as opposed to its more general corporate brand reputation and value proposition to customers.
Research by LinkedIn says that more than 75% of job seekers research a company’s reputation before applying. The organization with not so good reputation struggles to attract candidates, but they also struggle to withstand employees. If a company has a strategy in place, it can only attract current and future employees. Recruiters need to have an Employer Branding strategy that is true, credible, relevant distinctive and aspirational.
Social Recruiting
Social media recruiting is one of the core elements of recruitment marketing and can enhance your talent acquisition strategy beyond traditional recruiting software. It is the technique of using social media to attract and recruit potential candidates. It does not only include social media platforms but it can also incorporate real-life, face-to-face networking events. A combination of social media platforms and traditional recruiting strategies is the best way to define social recruiting. Social recruiting suggests different ways of using social media networks such as Facebook, Twitter, LinkedIn, etc and websites, blogs, forums, job boards to search and hire talent, build a relationship with them and encourage them to apply for your vacant job positions.
Inbound Recruiting
In the recruitment process, there has been a switch from outbound to inbound recruiting. Only reaching out to the candidates and offering an open position is not enough to attract talent. Inbound Recruiting is a strategy where you proactively and continually attract candidates with the aim to make them choose you as their next employer. Inbound recruiting focuses on attracting, converting and engaging candidates to work long term. If you are looking for a long-term solution to improve your recruiting and hiring strategy, inbound recruiting is the recruitment trend you should adopt.
Talent Pools
Talent pools are shortlisting of candidates who are not currently being considered for a position. It could include, candidates that your team has sourced, or leads from careers fairs or events, or unsuccessful applicants that you would like to re-engage and more. Often these people are passive candidates, but will be prepared to have a conversation if you come to them with the right opportunity. Effective pooling is therefore an effective way for recruiters to maintain a constant flow of candidates for the business. Recruiting and business leaders commonly talk about maintaining talent pools for a longer-term, more strategic view of their company’s recruiting capability.
Data-driven Recruiting
Data-driven and HR analytics tools are commonly used by HR professionals for faster identification and evaluation of a candidate for a specific position. The tools play a strategic role to find potential candidates in the fast-paced labored market. With the help of these, every phase of hiring can now be monitored and evaluated. Data-driven recruiting is when you use tangible facts and figures to inform your hiring decisions, from selecting candidates to creating hiring plans. Recruiting teams that use data are more often be efficient, reduce costs and improve their hiring. Using data in your hiring process increases your quality of recruitment. Data-driven recruiting also helps you to increase productivity and efficiency, discover hiring issues, benchmark and forecast your hiring.
Talent Sourcing
Talent sourcing plays a prominent role in filling vacancies that are crucial. It is a method of generating candidate flow, searching, and networking with a targeted approach to convert individuals into an applicant or providing additional referrals. Strategic talent sourcing helps you to recognize highly qualified candidates earlier in the process. Most of the times more than half of the people who apply for a job are under-qualified. LinkedIn research has shown that only about 36% of potential candidates are job seekers. However, more than 90% of them are interested in hearing about new job opportunities. Sourcing allows you to begin a more focused conversation with scrutinized candidates. At the start of this conversation, you can align the employer value proposition to the values and goals of your prospective candidate. Equally useful, you can quickly identify whether there’s a fit at all.
Collaborative Hiring
Collaborative hiring is a team-based hiring strategy that structures your recruitment process to get colleagues from other departments of your business more involved. It typically involves a multi-stage interview process, allowing the candidate to meet more employees than the two or three they would usually meet. Collaborative hiring is extremely important as it significantly improves the quality of new hires. Consequently, it helps to less stress on the recruiter, a better chance of hiring cultural fits, improved candidate experience and Enable referrals. It also helps to increase business buy-in to talent acquisition employee retention and to limit unconscious bias.
Strategic Alignment
The challenge of effective talent management to wherewithal business growth is a consistent utmost priority among global Companies. However, many companies struggle on how their recruitment process can align with the organization’s strategic direction to successfully move the business forward. Aligning the recruitment strategy with the strategic plan can reinforce the company’s competitive advantage. Talent management has to take into consideration both current and future needs, and the recruitment process, as part of the talent development, has to be approached with a clear strategic insight on both current and future talent requirements.
Magazine 
