Recruitment Trends of 2018 That Companies Need to Pay Attention To
When it comes to recruitment, talent is king. However, it is not the be all and end all of the workforce, especially these days with these industries constantly evolving and becoming more dynamic. This is expected to become even more pronounced this year as a new generation armed with technological knowledge in an unprecedented scale enters the workforce. As a result, the recruitment sector has since been forced to take a step back and re-assess the status quo.
Jake Willis, CEO of Lulaway, an employment agency that caters to the youth and entry-level demographic, has weighed in on what companies can expect within the next few months when it comes to recruitment, such as:
Recruitment via social media
Social media is unstoppable. Despite the recruitment industry’s qualms about social recruiting initially, it has since done a 360 and is now using social media as a recruitment tool. The reason is fairly self-explanatory. Almost everyone is on social media nowadays, which means that recruiters can now effectively target specific candidates. The best part is it is relatively cost-effective.
Facebook, for the most part, has proven to be the most popular and successful recruiting tool. Just like advertisers, recruiters can use highly detailed criteria to target users, giving them maximum reach at pennies to the dollar.
In a nutshell, passive candidates are workers who are not actively looking for jobs because they already have one. However, they may be open to a new role if they are approached. Social media is particularly useful in this aspect as it gives recruiters a platform to give these passive candidates an insight into their companies by using strategic content to show off values, environment, and the like. The interest generated by these content then builds a talent pool of sorts for recruiters that they can easily tap later on. On the other side of the spectrum, prospective candidates also have the organization within their consciousness.
Recruitment via the internet
Today, online recruitment has since surpassed print ads and other traditional media as a method of recruitment. There are numerous platforms that recruiters can tap into for talent, which also allow human resources to cast a wider net and bring in a bigger talent pool.
However, this also has its share of downsides. Although the ease of applying for a job online is truly a boon to the job seeker, it can also result in countless unqualified applications making its way to the recruiter’s bucket. Fortunately, online recruitment platforms are getting better at sorting the wheat from the chaff with newer and more efficient filtering functionalities being introduced by the day.
Branding for employers
These days, a decent job offer is no longer the only thing that talents are looking for. More and more job seekers are becoming particular about workplace environment, company values, and industry culture. This is why there is now a demand for companies to take stock of their branding and market themselves to potential employees as a great place to work.
Aside from these, companies also now have a need to distinguish themselves from competitors in terms of bonuses, healthcare, incentives, and even retirement plans. This is especially important in specialized industries where perks and benefits are the main considerations for candidates before they accept jobs.
Perks can even go as far as onsite gyms, cafeterias, lounges, childcare, and the like. The proliferation of millennials and Generation Zs in the workplace demands it, as they are a lot more particular about work-life balance.
Putting value in diversity
Putting a real value on diversity is also an important recruiting trend that companies need to pay attention to. This is because the younger generation of workers is a lot more mindful of how well diversity plays in the workforce and its impact on the company culture in general. Indeed, it is no longer “optional”, but rather it is an absolute must.
No, recruitment is not finished as soon as the ink on the contract dries. It goes on to the onboarding process. After all, why bother spending all that money and effort in recruitment only to have the employee leave because they were not taken care of after the fact? Suffice it to say, it is still human resources job to make new employees feel welcome and to ensure that they have all the tools and support they need as they start a new role.
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