This Is How Recruiting Has Changed in the Last Decade
Congratulations, you made it through another year of recruiting! That means you understand the triumphs and trials this field has to offer. Those who have been in the industry for the past 10 years have seen changes they never could have imagined.
From online profiles to mobile-friendly applications, there’s no doubt recruiting has evolved immensely in recent times – and will continue to do so. But are these advancements helping recruiters or hurting them?
According to ManpowerGroup’s 2016/2017 Talent Shortage Survey, 46 percent of U.S. employers are having difficulty filling jobs – the highest number since 2007. If you’re worried these challenges will persist throughout 2017, you’re not alone. In fact, among recruiters surveyed by Jobvite in 2016, 95 percent expected recruiting to be as or more challenging in 2017.
New innovations in recruiting can help us find high-quality candidates in these difficult times, but only if we recruiters know how to adapt. Here’s a look at how recruiting has transformed in the last decade and how you can make the best of your recruiting efforts in 2017:
Job Board Evolution
Most millennials and Gen. Z-ers wouldn’t recognize job boards as they were a decade ago. The long, mundane lists of links through which job seekers once had to dig have been replaced by sophisticated platforms that can match job seekers and employers with one another based on skill sets and mutual alignment!
There are also more job boards available today, with job seekers using 16 total resources in their searches, according to a recent CareerBuilder survey. That means there are many job boards and social media sites recruiters need to engage with in order to find the right talent.
With so many resources and tools available, niche platforms may be more effective in helping you find the talent you’re looking for. Sit down with your hiring team and go over each job opening at the company. Discuss the qualities each candidate needs and the best job boards to recruit candidates who have those qualities. Then, begin posting on those sites.
Rise of Social
Ten years ago, Facebook was just a platform for college students and graduates to stay connected with one another. Twitter was a new thought, and believe it or not, people were still calling the hashtag a pound sign.
Nowadays, we’re all constantly checking our Twitter and Facebook feeds, and these platforms have gone from purely social tools to critical communication channels that let people stay updated on world news, current events, business trends, and even job openings. According to Jobvite’s 2016 Job Seeker Nation Study, 67 percent of job seekers use Facebook to find jobs.
Job seekers aren’t the only ones using social platforms for business purposes. The 2015 Work Trends Study from Adecco found that the probability of being contacted by a recruiter increases with the number of social networks a candidate uses. The frequent updates posted on social media make it easier for recruiters to get a preview of an applicant and decide if they’re worth interviewing for a position.
While recruiters can use social media to keep tabs on job seekers, these platforms have given job seekers immense power as well. Facebook, Twitter, and LinkedIn make it easier for job seekers to conduct research, track down jobs, and connect with employers. All of this allows job seekers to make informed judgements about company cultures, missions, and management styles before committing to anything.
Recruiters shouldn’t let quality candidates slip through the cracks by maintaining poor social media presences. Let top talent know you’re the best company for them by allowing employees to share what they love about your company culture via official social media channels. Ask clients/customers if you can share your passion for work by telling their success stories. By putting work into your social media presence, you may attract more applicants who match the type of employee you’ve been searching for.
The Job Search Is More Personal
Applicants aren’t mailing hundreds of envelopes in the hopes of receiving a single phone call anymore. The job search is much more personal than that. Today, it’s more about building relationships and connecting with employers through networks and communities.
This personal touch is also bringing recruiters more hires: a 2016 survey conducted by SilkRoad found that while job search engines lead to the most interviews, employee referrals lead to the most hires.
Networking has certainly been a positive change for recruiters and hiring managers. Connecting with candidates before the interview puts more quality applicants in your inbox than ever before. Continue using this to your advantage by leveraging your networks to help you find the perfect hires.
Giving Candidates What They Want
The biggest change in recruiting over the last 10 years? Employers don’t have complete power over the job search. A decade ago, it was applicants who had to show off their talents, but the tables have turned. Employers must now focus on drawing in top talent by competing the way candidates used to.
Today’s candidates know what they want from employers – and they’ll ask for it. This new power dynamic makes it more necessary than ever for companies to be transparent, even at the earliest application stages.
Make sure job seekers know what your company has to offer them in terms of salary, benefits, and company culture before they get close to the interview stage. This type of openness will not only bring you more candidates, but it will also bring you closer to finding the right person for the job and your company.
Karyn Mullins is the executive vice president and general manager of MedReps.com, a job board dedicated to medical and pharmaceutical sales jobs.