Every year, organizations face the challenge of attracting and retaining employees whose skills and abilities are in line with their company’s needs. A global survey of the Society for Human Resource Management showed that employee retention and turnover is the top workforce management challenge, according to 47% of HR professionals.

The human resources field is continuously evolving to take the challenge of recruiting top talent in today’s global workforce. As a result, the competitive candidate-driven market has made applicants more selective in accepting the job offers that come their way.

Since a company’s human resources exemplify the essential competitive advantage of any organization, the struggle to find the best employees intensifies each year and becomes an ongoing “war” for retaining top talent.

Organizations need executive leadership solutions to oversee their company’s recruitment strategies. The success of an organization depends upon its ability to hire the best talent and to make them stay. Your company’s recruitment team needs to build the right network to source the best talent from a qualified pool of candidates.

An infographic from LinkedIn, a social networking site for the business community, shows that a successful recruitment strategy needs to embrace both the art and science of today’s modern recruitment practices:

Transforming HR recruitment policies in 2019

To secure the best talent, companies need better recruitment tools and strategies this 2019. There are innovative recruitment trends this year that are set to bring about significant improvements in an organization’s recruitment strategy.

Companies need to ensure that their firm is capable of attracting and retaining the most qualified candidates for their open positions, especially younger Gen Z candidates with high expectations for the recruiting experience.

 

Here are the top five HR trends that will transform your organization’s recruitment policy this 2019:

 

1. Joining the social media community.

One of the most popular technological innovations of this generation is social media. Modern organizations nowadays are using social media and not just to engage with their consumers. They also use it as a tool to leverage their online social media presence for recruitment through employee referral networks and job postings.

“The old methods of recruitment and job search just aren’t working well enough,” commented Steve Roop, general manager of Glassdoor for Employers.

“Potential candidates are researching opportunities through new, interactive channels, and hiring decision-makers are planning to invest more in these channels to attract more qualified candidates,” he added.

Social media can be an effective engagement channel to provide companies with holistic ways to connect with passive candidates online. It also helps their retained executive search firms and recruiters to build their own network of “talent communities.”

This will help them keep track and stay engaged with candidates who might have the potential of being a good fit for the company in the future. Even though candidates are not looking for a new job today, it’s essential that your brand becomes visible not just to your online consumers, but also to top-notch candidates who can be an asset to your firm.

Passive candidates have already grown weary of taking cold calls from recruiters. They want to hear from somebody whom they have already built a relationship with.

Thus, curating your network of talent communities on social media will make a huge difference in how well your organization can market themselves and build your brand within the potential talent pool.

2. Enhancing employer branding to promote the organization.

The candidate-driven market is very competitive nowadays. Companies no longer choose candidates. It’s now the job seeker who selects the company they want to work for instead.

This only implies that businesses need to step up their recruitment efforts so that top-notch candidates will be on their radar.

Organizations are now competing for the best candidates more than they have to in the past.

In an era where the talent picks you, traditional recruitment efforts don’t make the cut anymore which is why employer branding is important to help promote the organization.

Enhancing your organization’s employer brand makes good business sense. It shows what makes your company special by offering a unique perspective to showcase your brand’s selling point to potential job applicants. Showcasing your organization’s culture will help attract candidates who share the same values as your brand.

A LinkedIn research noted that 75% of job seekers consider an employer’s brand before applying for a job. This clearly shows that the impact of an employer brand is significant.

A strong employer brand has a direct impact on whether qualified candidates will decide to join your company or pass on the job offer. In other words, having an attractive employer brand can influence the organization’s overall success in terms of building a workforce with top-notch talent.

 

3. Going mobile to enhance the candidate’s user experience.

It cannot be denied that technology has already made significant changes when it comes to connecting with potential candidates. Nowadays, recruiters in retained executive search firms have made substantial efforts to make the application process less frustrating for candidates.

Kathy Kalstrup, an executive vice president at human capital and management consulting company Aon Hewitt, noted that “Today it is all about making the candidate experience as easy and seamless as possible.”

One of the best ways to enhance a candidate’s user experience is through the adoption of a mobile-enabled application process.

Over the past decade, smartphone devices have become deeply entrenched in our daily lives. Today’s gadget-friendly economy has made it imperative for companies to optimize their websites not just for mobile viewing, but also for mobile sourcing.

A survey from the Undercover Recruiter, a global recruiting and talent acquisition blog, showed that “45% of job seekers search for jobs daily on their mobile device and 89% of job seekers think mobile devices play a critical role in the job hunting process.”

Adapting to the mobile trend will help your organization reach a broader candidate pool.

In 2019, it is expected that more and more organizations will adopt a mobile-friendly application process to enhance their candidate’s user experience.

4. Moving beyond the resume by using data-driven recruitment tools.

The age of the CV and resume is long gone. Nowadays, there are innovative ways for recruiters to assess a candidate’s fit for the job and the organization’s culture. The proliferation of data-driven recruitment tools will change how a candidate and employees interact.

The HR Director, an online publication for senior HR managers, noted that “It’s been a long time coming, but 2019 looks set to finally kill off the CV. 2019 will be the start of a revolution in the application process.”

Using data-driven mechanisms and predictive analytics will help recruiters find the best candidate for your vacancies in a faster and more efficient way.

Data-driven recruitment tools will help your companies streamline the candidate screening process for your job vacancies. These modern recruitment tools can help your company improve your entire talent acquisition process.

Predictive analytics from these tools will help evaluate a candidate’s skills and expertise based on the job description’s requirements. This analytics will evaluate the candidate’s performance metrics for your organization’s talent acquisition team.

5. Using chatbots and Artificial Intelligence (AI) interviewers to improve candidate engagement.

AI is expected to gain more prominence in the recruitment field this 2019. This year, more and more recruiters are expected to use chatbots and AI interviewers to enhance an organization’s candidate engagement.

A recent global survey by Korn Ferry, a management consulting firm, showed that 63% or nearly two-thirds of talent acquisition respondents say that AI has changed the way recruitment is done while 48% of those respondents also affirmed that using Big Data and AI as a recruitment tool have made their jobs easier.

Recruitment professionals are already using chatbots to screen candidates and help improve the candidate experience. This year, AI and chatbot functionality are anticipated to have smarter functions and capabilities that will appeal even to passive job seekers.

Organizations that use recruiting chatbots can give a satisfying candidate experience to the younger, Gen Z job seekers. These digital-native candidates are embracing AI with open arms.

They relish the AI chatbot’s capability to provide an instantaneous response with their application queries. These automation tools help an organization keep in touch with potential candidates 24/7, thus, improving candidate engagement.

 

2019 is a promising year for the recruitment field

HR trends involving social media, big data, and AI are starting to gain more traction in the recruitment industry. These new recruitment tools and technologies are anticipated to help companies streamline the best candidates for your company’s vacancies this year.

Curran Daly and Associates are constantly adapting to the latest HR trends in the ever-changing candidate-driven marketplace. As a result, they have become one of the top recruitment agencies in Vietnam that help companies find the best talent for the right role, in the most efficient time-frame possible.

 

 

References:

5 Global Stats Shaping Recruiting Trends. (2017). Undercover Recruiter. Retrieved 1 March

2019, from https://theundercoverrecruiter.com/global-stats-recruiting-trends/

Chatfield, B., & Chatfield, B. (2018). Recruitment trends in 2019. theHRDIRECTOR. Retrieved 1

March 2019, from https://www.thehrdirector.com/features/recruitment/recruitment-trends-2019/

Fister Gale, S. (2015). The New Recruits in E-Recruiting. Workforce, 94(5), 44–47. Retrieved

From http://search.ebscohost.com.ezproxy.upd.edu.ph/login.aspx?direct= true&db=a9h&AN=102203816&site=ehost-live

Managing for Employee Retention. (2019). SHRM. Retrieved 1 March 2019, from

https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingforemployeeretention.aspx

TALENT SHORTAGE IS HIRING MANAGERS’ BIGGEST CHALLENGE, GLASSDOOR RECRUITING SURVEY REVEALS – Glassdoor About Us. (2015). Glassdoor About Us.

Retrieved 1 March 2019, from https://www.glassdoor.com/about-us/talent-shortage-hiring-managers-biggest-challenge-glassdoor-recruiting-survey-reveals/

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