A few weeks ago, I attended the ERE Recruiting conference in sunny San Diego, California. It was a delight to spend the week with my fellow recruiters, talking about industry challenges and how we overcome them to find the best talent to add to our teams.
The overarching trend was that unemployment is at an all-time low. The New York Times reported that the U.S. added 313,000 jobs in February alone, the most in a single month since July of 2016. For talent and job seekers, that’s great news! For recruiters, the hot market can be challenging. With an influx of job openings and demand for top talent, the pressure is on. Though not to fear, recruiters are coming up with unique and innovative ways to tap into the market!
Here are the 5 most innovative techniques recruiters are using to find top talent:
- Social Media is where it’s at
Long gone are the days where talent would merely apply online and see what happens. Companies have started taking a proactive approach to reaching potential candidates directly and it has paid off! 69% of active candidates are more likely to apply for a job at a company that manages its employer brand. Tools such as Facebook Live, Chat bots, Instagram, and Twitter are allowing candidates to immediately speak with a recruiter during business hours. It’s an immediate return on your investment and a Recruiter can see the dividends of their work instantaneously.
- Video is an important tool
Candidates are more concerned than ever about their work environment. Can I bring my dog? What are the benefits? What is my Managers style? Are there company events? We spend so much time at work that candidates want to know what the culture is like and if they would enjoy spending time there. I know for me personally, working at an organization where I can grow, feel valued, and have coworkers that foster a hospitable work environment are crucial. So why wouldn’t that also be important for candidates? Showing company culture through video is one of the best ways to get engagement. Whether it’s with VR, webcasts, or blogs, candidates, just like recruiters, shouldn’t be afraid to show their personality!
- The Burgeoning Digital Nomad
Working in a digital environment allows for flexibility. Candidates want to see that they can take their laptop on the road and either work freelance or remote a few days a week. Fundera reports that the number of employers offering a work from home option has grown by 40% in the past 5 years. Companies that are willing to be flexible and allow their workforce room to work from home, work remote, or have a flex schedule are seeing talent come to them!
- Less is More
Long drawn out interview processes are daunting for both candidates and clients! The talent market is so tight that long lag times between interviews or a long response time can often result in losing the talent you want! If you see someone that you like through the interview process – don’t wait! Candidates are here today and gone tomorrow. It’s important to know where to draw the line between making sure it’s a good fit and over doing it with online assessments, multiple interview days, phone and skype interviews, etc. Make that offer! Don’t lose out on the right fit by dragging your feet.
- Technology is a tool and not the end all be all
It is important to utilize technology to gain a window into a company atmosphere and environment, to expedite the interview process/workflow and to capture that candidate that didn’t even know they needed a new job for your company. Send that tweet, invite them to that video interview, work on surveys and feedback. With all that being said, it still boils down to the fact that recruitment is a human based industry. Nothing can replace picking up that phone or using that connection. Don’t forget, it’s about the people, and people are our business!
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