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The Future of Recruiting

As the excitement of the New Year begins to die down, we as recruiters start to think about the upcoming year. What do I want to achieve by the end of the year and how am I going to do that? Simple: you need to look at what’s happening around you.

The role of a recruiter has evolved drastically. Compared to only a few years ago, the market is now much more candidate-driven, with candidates holding the supremacy throughout the recruitment process. This change of paradigm hails for a whole new set of recruitment trends to enter 2019.

Here are our top five recruiting trends that will have the greatest overall impact on the recruitment industry in the upcoming year.

  1. Recruitment Marketing

Named and shamed as the most significant trend to hit 2019 – recruitment marketing. This modern strategy has been adopted by many, weaving marketing tactics into the recruitment process. With the right message targeted at the right market, a flux of candidates is guaranteed to come your way.

The key component here – having that competitive edge that differentiates you from the competition.

So how can this be achieved? The answer – social recruiting. This goes far beyond posting job ads across your social networks. You can use these platforms to engage with your market, proactively search for candidates and build a lasting relationship that can be used now or in the future.

  1. Employer Branding

Don’t be fooled. It is easy to get Employer Branding and Recruitment Marketing entwined with one another. Yes, they are interdependent, but there is a significant difference. Employer Branding focuses on defining the brand, whereas Recruitment Marketing is the process of promoting your brand.

Its importance is quite astonishing. LinkedIn has stated that more than 75% of job seekers research about a company’s reputation and brand before applying. Companies with a negative label attached to them not only find it difficult to attract talent but impossible to retain employees as well. Elevating the presence of your brand is vital in building trust within your market, shedding any bad light in your direction.

Capture the interest of both active and passive job seekers by being proactive in creating a first-class employer brand.

  1. A Compelling Candidate Experience

The candidate experience is a growing phenomenon in the world of recruitment. The feelings, behaviours and perceptions of past, present and future candidates are having a bigger impact on the hiring process now more than ever. And the statistics speak for themselves.

Research found that 95% of candidates are more likely to reapply with a company after having a positive candidate experience, 97% would refer others to apply for the company and 55% of candidates would take to social media to share their positive candidate experience.

Referrals can be a big part of any growing business, particularly start-ups, and the success of this is largely down to the candidate experience. Effectively managing and maintaining candidate relationships throughout the entire recruitment process, keeping them informed and motivated at every stage, will more likely lead to candidates accepting offers and referring the company on to friends and colleagues.

  1. GDPR

GDPR has been high on the business agenda for a while now, and it’s not likely to falter from the list anytime soon, particularly when it comes to recruitment.

Businesses need to be far more vigilant and transparent with how they maintain personal information of candidates and must be receptive of new laws putting greater emphasis on consent.

As long as your business is aware of the new regulations, develops a plan and puts this into action to remain compliant, GDPR should be no obstacle at all.

  1. The Ins and Outs of HR Analytics

More and more organisations are now understanding their most valued asset is their workforce, which explains why there is a huge emphasis on finding the very best talent. Demand for top tier soars, making the role of any recruiter or hiring manager even more competitive.

Advances in technology have allowed this process to evolve, unleashing new possibilities for recruiters. The collaboration of HR Technology has opened a path for data-driven recruiting and HR analytics, some say simplifying the recruitment process altogether. However, recruiters have to adopt an agile approach and invest in technology to tap into talent only accessible by creative methods.

As far-fetching as it may sound, HR analytics can also be used to help predict the hiring needs of your business by depicting the skills and positions which are needed to improve business performance. And with technology consistently churning out new advances, it is safe for us to predict there will be more focus areas being added to this list.

As you can see from the compiled trends above, a strong recruitment and onboarding process requires a strategic, comprehensive approach that extends far beyond the interview process. By considering how your brand is perceived, how your recruitment process makes candidates feel, and the way you comply with new regulations, this, in turn, will drive business growth by attracting and obtaining the best talent.

For more information on how to make your onboarding process plain sailing, read here!

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Are you an EA, PA, or business support professional looking to take your career to the next level? Executive Partnerships can help. We’re a specialist recruitment agency working with leading companies and organisations to connect them with talented staff. Learn more at www.executivepartnerships.co.uk.

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