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COVID-19 has changed the world. That much is clear. Less clear, however, are the particular nature and extent of that change, especially in the job market. As some companies move to fully remote operations, some are forced to suspend business, and others ramp up operations to previously unseen levels, employers are rethinking how they approach recruiting and talent acquisition. But the changes wrought by COVID-19 are ongoing, and it's hard to prepare for the future when you're not even sure what it will look like. That's why we launched the Recruiter Index® survey. No one understands the talent market like the recruiters, HR professionals, and talent acquisition experts working on the front lines. At Recruiter.com, we surveyed our network of 20,000+ independent recruiting and talent acquisition specialists to uncover what the job market looks like right now — and what it might look like in the coming weeks and months. The good news: The future's not as frightening as you might think.

For a comprehensive interview technology platform that supports personalized, transparent, convenient candidate engagement, check out Modern Hire. Modern Hire offers both live and on-demand text, voice, and video interviews, allowing recruiters and candidates to connect in the ways that are most convenient to them. By removing the need for manual scheduling and coordinating, Modern Hire’s interview solution promotes improved collaboration between recruiters and hiring managers while giving candidates the tech-powered, streamlined, human-centric candidate experience they crave.

When selecting an automated scheduling software, employers have choices. Would you prefer an event management software that allows recruiters to create events and invite candidates to self-schedule, or would you prefer an AI-enabled software that relies on virtual assistants to handle scheduling? With the solutions offered by Modern Hire, employers can leverage both types of scheduling software for optimum efficiency.   With Modern Hire's event manager, recruiters can organize interviews in a few simple steps. Candidates are presented with available time slots and can self-schedule their interviews according to their needs.

From the way some people talk, you’d think artificial intelligence (AI) were a miracle cure for whatever’s ailing talent acquisition. That’s not to say AI isn’t a vital, disruptive new technology sure to alter recruiting and hiring in major ways. It really is a game-changer, but as with any tool, it can only change the game if it is deployed at the right moments.Now that AI is more accessible than ever, talent acquisition teams have a job to do: They must identify those moments. An organization can only make smart investments in AI if it knows the particular challenges it needs to solve and how AI can provide those solutions.In other words, it’s time for talent acquisition teams to get intentional about AI. What tasks can be augmented with AI, and how will its use create measurable value to recruiting teams and candidates alike?

There’s no denying the recruitment technology boom has brought real, powerful innovation to recruiters and employers. Unfortunately, many of those innovations have taken the form of point solutions with limited applications.   Point solutions can solve certain problems, but they are not enough to streamline the entire recruiting process. Moreover, navigating a piecemeal network of point solutions can be off-putting to candidates, who want a tech-enabled experience that offers speed, convenience, choice, and control.   Pipeline dead ends and integration woes are not inevitable. In fact, recruiters can avoid them altogether — while creating powerful candidate experiences — by choosing end-to-end recruiting platforms instead of point solutions. With an end-to-end platform, you can create a convenient, streamlined process for candidates and recruiters alike.

For a long time, organizations saw talent acquisition (TA) as little more than a necessary cost center. According to this view, the TA team doesn’t drive revenue. It only contributes to organizational success indirectly by performing the time-intensive, highcost work of recruiting new talent. However, this isn’t an entirely accurate view of how TA works. Luckily, this view is also falling out of favor with the most innovative companies. Instead, these companies are starting to see TA as a strategic asset. In the strategic view of TA, organizations understand the recruiting and hiring process is one of the cornerstones of organizational success. Forward thinking companies know better TA leads to better hires at a lower cost, and those better hires drive increased revenue and greater business success overall.

You can’t predict the future with 100 percent certainty, but you can get a good idea of the kinds of talent your company is likely to need in 2019 by considering your business strategy for the coming year. What major initiatives will the company roll out, and what kind of talent is needed to drive those initiatives? Consider also which employees are likely to leave soon, based on their tenure and their personal career goals.   Armed with this information you can create a general outline of your company’s hiring needs in 2019. Then, you can determine which strategies, tactics, and tools are most likely to help meet those needs. You don’t need to adopt those methods immediately, but you should be prepared to do so when the time is right. No matter what the talent acquisition landscape looks like in  2019, one thing is for certain: Those teams that move the fastest and most efficiently will be the teams that win the war for talent in the coming year.

Event Management Technology: The Key to Event Success   While the best practices previously outlined should steer you in the right direction, there is one more thing to keep in mind before heading to your next high-volume recruiting event: For best results, invest in the right event management technology.   As mentioned earlier, event management technology is a relatively new arm of recruiting technology designed specifically for use at career fairs and other events. These solutions are meant to help employers run events, engage and track candidates, and reach their desired targets.   To give you a better idea of what event management technology can do, let’s look at some of the top features offered by Oleeo, one of the leaders in the event management technology world:

In our fierce talent market, every day your hiring process drags on is another day your company misses out on revenue and risks losing its top prospects to faster competitors. While  recruiters, HR pros, and hiring managers can’t cut corners with interviews and assessments, they can streamline their hiring processes by automating away cumbersome manual tasks.   Interview scheduling is a prime candidate for automation, as it requires little in the way of active thinking or problem-solving, while still managing to take up far too much time for both recruiters and candidates. With interview automation tools, candidates can schedule interviews themselves, no back-and-forth required. This convenient approach to scheduling can shave days off the process, allowing employers to get top talent in the door faster.

In this eBook, we’ll take a look at six tech-related trends that are shaping the future of talent acquisition right now. By getting ahead of the curve today, recruiters can gain powerful competitive advantages and build the sort of recruiting and hiring processes that will carry them into the future, no matter what obstacles stand in their way.

In this eBook, we’ve collected 30 of the best sourcing tips for recruiters, split into two categories: 1. “15 Ways to Optimize Your Sourcing Efforts” deals with the tactics and techniques recruiters can adopt to find qualified candidates with ease. 2. “15 Tech Tools and Tips for Sourcers” outlines some of the technologies recruiters can add to their arsenals in order to enhance their sourcing efforts. Sourcing is critical, but it doesn’t have to be a timesuck. Use the following tips and tech to become a master sourcer without sacrificing a full day and a half every week. Technology should be a key part of any smart sourcing strategy — more on that in the next section — but artificial intelligence (AI) is not yet sufficiently advanced to run the whole operation on its own. For the foreseeable future, recruiters will need to work alongside technology to get the job done. There are many efficiency gains to be made in the realm of manual sourcing. 

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