In recent years, recruitment activities, along with social changes, have undergone significant transformations. The labor market has become a "red ocean"—a fiercely competitive market; finding and recruiting qualified candidates for a position has become an extremely difficult, costly, and time-consuming task.
These changes require managers to react promptly, or risk losing out in the talent race.
Below is a list of 10 new recruitment trends for 2019 that will serve as a guide to improving your recruitment strategy.
#10: Employee referrals
Numerous studies have proven the superior effectiveness of employee recruitment through referrals. Where else can you find such an optimal source of candidates: low cost, fast recruitment time, quick onboarding, high conversion rates at each stage, and a willingness to stay with the company long-term.
As the most effective recruitment channel, internal employee referral-based recruitment can now be implemented more easily thanks to the power of technology.
The trend of employee referral recruitment helps businesses save the most time in the recruitment process.
#09: Data-driven Recruiting and HR Analytics
If marketing is undergoing a significant shift towards data-driven practices, then recruitment in particular, and human resources in general, will increasingly depend on data. Josh Bersin, a leading global HR expert, stated: "What we cannot measure, we cannot manage."
Data such as candidate application sources, cost per application, time to fill a position, etc., will be crucial for improving recruitment strategies and making sound hiring decisions. This will depend heavily on the ability to implement recruitment automation tools, as introduced above.
#08: Social Recruiting - Recruitment via social media
Social Recruiting is a recruitment method that uses social media networks (such as Facebook, Twitter, LinkedIn, etc.) and websites (blogs, forums, etc.) to find, attract, and select talent.
Social Recruiting is not simply about posting job advertisements on your company's social media accounts. More than that, you can use social media platforms to proactively search for potential candidates, build relationships with them, and encourage them to apply for your vacant positions. This activity has become an integral part of recruitment in recent years thanks to the explosion of social media. However, it's important to note that each social media platform has its own unique characteristics, and recruiters need to be aware of these to find the right approach for candidates.
#07: Recruitment Automation Tools
While marketing automation tools have become an integral part of marketing in recent years, recruitment automation is also becoming increasingly popular in businesses. Recruitment, a task often involving complex manual operations, requires automation tools to streamline processes and increase productivity.
The most popular recruitment automation tool today is the Applicant Tracking System (ATS), which helps to manage all recruitment activities on a single platform. Over 200 Vietnamese businesses are currently using ATS systems, including many large companies with thousands of employees such as VIB, VPBank, ACB, The Coffee House, McDonald's, etc.
#06: Candidate Relationship Management
Just as sales and marketing require a CRM (Customer Relationship Management) system to manage customer relationships, the need for candidate relationship management has also arisen in response to changes in the labor market.
Candidate relationship management involves proactively recording all data related to a candidate's application process, including: application time, application source, reasons for applying, application history for various positions, etc. This would be impossible without integrating it with future trends...
The candidate profile interface, with its complete information, helps you create a comprehensive profile of the candidate.
#05: Talent Pool
A Talent Pool is a concept referring to a database where recruiters and HR managers store all the information on their top candidates. Talent Pools are not only for candidates who have already applied for jobs, but also help manage data on candidates found from various sources or referred, and candidates who are willing to receive recruitment information from your company. Collecting high-quality candidate data into Talent Pools serves current and future needs. This helps recruiters proactively address staffing needs and the current job market uncertainty.
Giao diện Base E-hiring's Talent Pools interface - where candidate profiles are stored, categorized according to specific criteria.
#04: Candidate Experience
Because candidates who have had a positive experience during the recruitment process are more likely to accept your offer, reapply in the future, and refer others to your company, attracting applicants is important, but the applicant's experience throughout the application process is equally crucial. Applicant experience encompasses all the emotions, behaviors, and attitudes a candidate experienced during their past application process at your company.
On the other hand, a continued negative candidate experience can cost your company not just a few candidates, but even a huge amount of money. The most famous example of this is Virgin Media, a company that calculated that a poor candidate experience cost them $5.4 million annually!
#03: Employer Branding
Employer branding is a term commonly used to describe the reputation and popularity of a business as an employer. Employer branding is divided into five groups of factors, including:
- Benefits: salary, bonuses, salary increase mechanism, working hours, etc.
- Other benefits: time off, travel, insurance, gym, health check-ups, family care programs, retirement benefits, etc.
- Career: Training path, promotion path, job stability, feedback and evaluation process, etc.
- Work environment: Level of challenge, recognition mechanisms, ability to balance work and life, etc.
- Culture: Mission, vision, core values, colleagues, superiors, organizational structure, social activities, etc.
Based on these five groups of factors, each business selects its unique selling points, creating a consistent message to promote its employer brand.
#02: Inbound Recruiting
According to a 2015 survey by CareerBuilder, 75% of candidates begin their job search through Google. The overall image of the company they perceive over time greatly influences their decision. So, as a recruiter, what do you want candidates to perceive about you? How do you want them to act after that research? Building that strategy is what Inbound Recruiting is all about – similar to the current trend of Inbound Marketing.
Over 70% of current job seekers, while not directly seeking employment, demonstrate a strong willingness to explore any available job opportunities. Inbound recruitment is key to unlocking these opportunities. By conducting inbound recruitment through effective employer branding content combined with a sound marketing strategy, recruiters can build positive relationships with top potential candidates.
Mô hình Inbound Recruiting theo Hubspot
#01: Recruitment Marketing
With the digitalization of talent management, candidates can quickly search Google or social media (and in other countries, there are even specialized review websites) to learn about the culture and work environment of businesses. Inevitably, recruiters need to start thinking like marketers and improve their marketing skills to truly compete successfully.
From there, the concept of Recruitment Marketing emerged and is becoming a prominent trend in recruitment in particular and human resources in general.
Recruitment marketing involves applying all the principles of modern marketing, such as multi-channel communication, data analysis, and automation technologies, to strengthen the employer brand and promote the employer advantage (EVP), thereby attracting and nurturing passive candidates.
From a Recruitment Marketing perspective, the entire recruitment process is modeled as the candidate's job search journey – similar to the customer journey theory in marketing.
Biểu đồ hình The funnel diagram illustrates the difference between traditional recruitment and recruitment marketing.
Awareness: Employers attract candidates' attention through a strong employer brand and attractive EVPs.
- Consideration (Screening): With a specific target group, recruiters further categorize candidates according to their potential level in order to develop appropriate approaches and nurturing strategies.
- Interest (Maintaining): Employers optimize the candidate experience during the recruitment process and maintain a long-term relationship with candidates.
Source of the article: Internet.
