Michael Deane

Editor-in-Chief at Queedle

Employees are a company’s most valuable asset. Corny or not, this well-known saying isn’t a myth, especially if we bear in mind that the costs of replacing an employee can reach as much as 60% of their annual salary.

That’s why finding the right people for the job is crucial and can save you a lot of time and resources since you won’t have to worry about recruiting, hiring, and onboarding new employees every couple of months.

But, it can’t be denied that attracting top talent is a big challenge, which is why you need all the help you can get. If your recruitment process is clunky, time-consuming, and resource-intensive, your HR department will be under a lot of pressure, which can have undesirable consequences for your productivity and profit.

Hiring in the digital age: 5 modern recruitment trends to adopt. Source: pexels.com

Let’s discuss modern recruitment trends with which you’ll easily sift through a number of applications and spot the candidates who are the right fit for your company.

1. Artificial Intelligence

This advanced technology has been implemented in various industries in order to facilitate, speed up, and streamline different work processes.

There are different ways AI can be used for recruitment. For example, it can be employed to go through, analyze, and sort thousands of applications, review resumes and cover letters, as well as determine the candidates that match a particular job opening based on their skills and experience.

Using all these functionalities of AI, HR staff can make better and more informed hiring decisions much faster. What’s even more important, these decisions will be unbiased thanks to the fact that AI takes only objective criteria into consideration. Finally, by leveraging AI for these purposes, recruiters and HR professionals will be able to focus on essential, high-level tasks.

Besides helping your HR team when it comes to screening, recruiting, and hiring, there’s another factor that plays an important role in the success of this entire process – keeping your candidates engaged. Different employee bots can be implemented that will help your applicants find answers to their questions regarding job requirements, notify them about upcoming events, offer suggestions, and keep them posted about the latest developments.

2. Discover passive candidates

There’s no need to limit yourself only to people who are actively looking for a new job.

Given that 51% of employees are considering a career change, you should tap into this pool of potential candidates who don’t regularly apply for job openings. They’re not happy with their current employer and might be willing to accept a better offer.

Let’s not overlook talented employees who are satisfied with their jobs. Although they might not be on your radar at the moment, you can greatly benefit from attracting them to your team. LinkedIn is a powerful platform for discovering these passive candidates, and using tools like?ContactOut?can help you obtain the contact information you need to reach out to them directly.

Find a way to target them with a tempting offer that is better than what their current employer provides. Think about giving them a bigger paycheck, more responsibility, and a better benefits package. Simply matching their existing salary and perks won’t be enough to interest them in your offer, so make sure to raise the bar.

3. Video interviews

This trend has been picking up steam since the pandemic hit and prevented us all from attending physical events and meetings. But, even before this new normal and social distancing, the increasing popularity of remote work urged companies to find a way to interview candidates from all corners of the world.

It’s an affordable and simple way to screen your candidates without wasting their time and resources – instead of traveling for a meeting, you can use Skype, Google Hangouts, or Zoom.

While it’s true that you can have a call with your potential applicants, this approach doesn’t provide a complete insight into whether they’re a good fit for the job. A phone call can be used only as a way of determining whether a particular candidate should be called for an in-person meeting. In other words, you can’t use it to vet your potential employees because you can’t see their body language, general appearance, and facial expressions.

All these visual cues can be very important when it comes to establishing whether the candidate in question would be the right fit for the culture of your company. You’ll see how well they researched your company based on the dress code they choose for the meeting and notice how relaxed or tense they are when they’re responding to your questions.

4. Search Engine Optimization

Although this isn’t a strategy that would come to your mind when talking about recruiting, search engine optimization (SEO) helps you target the right candidates and improve the visibility of your job postings. In other words, research and use relevant keywords in your ads, as that will put them in front of the eyes of your potential employees.

Another factor that will greatly contribute to improving your recruiting efforts in terms of SEO is having a properly optimized website. This means that you should make it responsive so that your candidates can apply using different devices.

According to a survey, 58% of Glassdoor users are looking for a job on their phones, while 35% of them would prefer to apply for a job using their mobile phone.

It’s easy to conclude that you’ll miss out on a number of potentially great candidates if you don’t optimize your ads and website for search engines.

5. Social media

Social media platforms can be an excellent place to recruit new hires.

Start by building your online presence and growing your brand – this strategy can work only if your candidates are convinced that your company is credible and trustworthy.

These platforms are particularly effective when targeting Millennials and Gen Z who are avid social media users.

Adopting these 5 recruitment trends will allow you to hire top candidates and build your own talent pool. Besides that, your retention rate will increase and you won’t have to worry about disengaged and unhappy employees.

Michael has been working in marketing for almost a decade and has worked with a huge range of clients, which has made him knowledgeable on many different subjects. He has recently rediscovered a passion for writing and hopes to make it a daily habit. You can read more of Michael’s work at Qeedle.

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