Recruiting is becoming more competitive than ever. We’ve all heard it: unemployment is at historic lows, voluntary turnover is at an all-time high and the gig economy is replacing traditional employees.
To find and attract top talent, employers are experimenting with recruiting methods and developing a proactive approach to hiring.
Here’s a breakdown of 5 popular recruitment trends HR teams should follow.
- Recruitment Marketing
Let’s start with a quick definition. Recruitment marketing is the strategic and tactical implementations that allow a company to find, attract and engage job seekers, encouraging more qualified candidates.
HR leaders often mistake recruitment marketing as top of funnel activity, but in reality, it’s pre-funnel. Whether you’re a hiring manager or recruiter, it’s important to think big and attract as many potential candidates to your careers page as possible.
During a candidate’s journey, recruitment marketing typically falls under:
- Awareness: creating brand recognition so candidates know who you are and more importantly, what you do.
- Interest: once you’ve grabbed a candidate’s attention, they’ll want to do research. In this phase, they will read blog post, news stories and even Glassdoor reviews to gauge whether you’re a good fit FOR them.
- Consideration: at this point, a candidate is trying to determine whether they’ll apply. With the right recruitment marketing strategy, you can help guide their decision.
When an employee leaves and a position is opened, what do you do? For many HR professionals their search for a new hire begins. But that’s the problem. Employers need to proactively recruit to quickly identify top talent and avoid “bad hires”.
A talent pipeline can consist of many potential hires, including candidates you’ve interviewed for other positions, employee referrals, previous interns/co-op students and more.
A well-structured pipeline can:
- Create a better candidate experience
- Shorten the time-to-fill open positions
- Increase confidence in hiring decisions
Pipelines ensures you always have access to a network of top talent, making the recruiting process easier and faster while achieving better results.
Using social media to find, attract and hire talent is more popular than ever. According to Glassdoor, 79% of job applicants use social media during their job search. As a pillar of recruitment marketing, this method enables organizations to not only extend their reach, but also get in front of their ideal candidates.
What are the benefits of social recruiting?
- Reach passive candidates
- Get more referrals
- Boast your company culture
- Establish personal connections with candidates
Believe it or not, best hires can be former employees. They know the business, they understand expectations and they’ll hit the ground running. That’s why 76% of HR professionals say they actively consider boomerang hires.
Why should you consider this trend?
Because with boomerang hires:
- There are no surprises
- You can reduce cost and time-to-hire
- And get potential competitive intelligence
Unlike boomerang hires, internal movements are when an employee moves departments within their current organization. Traditionally, this can be a great opportunity for associates to develop skills, boost their visibility and expand their network.
It’s a great opportunity for recruiters too! For starters, it reduces training costs. By leveraging existing employees, there’s no need to get them up-to-date with the industry or company culture.
Internal movement is also a great way to cut down employee turnover. When you match internal candidates with positions that fit their passions and skill sets, you may just get employees to stay for the long haul.
Looking for more thought leadership? Check out Paycor’s On Demand HR Webinars page. These complimentary HR webinars are hosted by HR and finance experts to guide you through current trends and best practices on how to manage your business better.
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