Filling in a particular job role with the right talent is amongst the biggest challenges every business faces today. In a candidate driven job market, candidates are being selective about the companies they would want to work for. This has caused a major shift in the recruiting paradigm and in the hiring trends.
Here are some recruiting trends for 2019 that will give you an edge over your competitors!
1. Making use of Technology for Talent Search
As technology evolves, companies are moving their talent search methods from a traditional to a more modern and unconventional one. Talent teams recognize the need to modify and upgrade their current processes. This enables recruiters to be more systematic about how they spend their time interacting with candidates. Automation of recruiting processes has been around for a while, but now it will go beyond traditional HRMS (Human Resource Management System) and Applicant Tracking System (ATS). It will be moving towards integrating both ATS and Recruitment Marketing solutions under one platform for hiring managers to simplify the process of searching and hiring talents.
2. Targeted Recruiting Advertising
Our devices know a lot about us, from our interests to our location, passing by our habits as consumers and virtual social interactions. These data are used by recruiting software applications to help hiring managers to target their advertisements to the candidates with the relevant skills and experience.
Targeted ads are seamless, timesaving and create opportunities for both the hiring company and the job applicant.
3. Employee Referrals
Employee referral programs are definitely one of the most productive ways of hiring talent and filling open positions. This tactic is cost effective and enables companies to hire in the shortest amount of time.
4. Employer Branding
A company’s reputation and popularity as an employer, and the value it brings to its employees, is a very important factor in the recruiting world. Here are some examples of branding ideas for companies:
- Employer branding through Glassdoor
Job portals, such as Glassdoor, attract job seekers that want to learn more about companies, their cultures, salary, open positions, job descriptions, and most importantly, current employees’ opinions and reviews. To start with, you could encourage your employees to write about you. At the end of the day, your current employees are your best brand advocates! - Employer Branding on Social Media
As much as employers are searching for candidates’ profiles, candidates are also searching for their potential employers’ image via Social Media. When it comes to managing your reputation as an employer on social media, it is good to have a separate career and corporate account.
Why?
Because the message you deliver should be completely different. One good example would be HubSpot, which has both a corporate and a career page on Facebook. They call it HubSpot Life because their goal is to show the world how it is to be a HubSpot employee.
5. Skills Assignment
Before or during interviews, hiring managers often assign applicants one or more standardized tests to assess their aptitudes, personality talent or even their physical suitability for the job. Some companies also require applicants to take tests, or complete assignments, to demonstrate professional skills applicable to the open position. For example, a candidate applying for a content marketing position will need to fulfil an assignment provided by the hiring manager despite his/her marketing portfolio.
However, there are some positions which HR managers are having issues in scouting for. E.g. a position for a PHP developer, or possibly any type of programmer.
Why?
You will rarely find a hiring manager with expert coding skills. So when a situation arises to hire a programmer, they rely on the following:
- Speaking to their programmer friends
Hiring managers reach out to their network of friends who are programmers. They try to understand the hiring processes so that they can have a better understanding of the key questions to ask. - Relying on external Recruitment firms
Since some hiring managers are not well versed in programming, they approach recruitment agencies to allocate the right talent for them. - Portfolio
Besides the above, hiring managers also request for the programmer to share a portfolio that validates their experience. However, the downsides are that the claims made by a programmer could be false in some cases.
We could look forward to a replacement of the above processes with a more systematic approach in 2019. Hiring managers are moving towards platforms which could authenticate and provide a more accurate validation on a programmer’s level of coding.
Speaking of validation platforms for programmers, have you heard of Indorse?
Indorse is the Decentralized Professional Network for skills! Unlike other platforms where a user can claim any skills and add it to his/her professional profile, Indorse ensures that the skills are assessed and validated in a fair manner. This contributes to authenticity and helps HR managers save time and resources in selecting the best candidates!
On the Indorse platform, when a coder claims he/she is an expert in JavaScript, he/she would need to have it validated by experts coders (known as “Validators”). Upon completion of this evaluation process, the user will be indorsed or flagged for his/her specific claim (here: expert JS coder). This is our innovative and seamless process to tackle the low relevance resumes issue!
We hope these upcoming trends will help you set up for the best recruiting year ever!
