a woman looking at job boards on her phone - the future of recruiting

The Changing Landscape of Recruiting – Reengineering For The Better

If you could change the way recruiting is done, what would it be and why?

The process of recruiting for talent is evolving. The pandemic has disrupted the workplace, altered work and skills requirements, and accelerated the gig economy. A few trends I am seeing I’ve noted below.

Traditional methods such as resumes and interviews are no longer the only way to find the right person for the job. There are now new and innovative ways to find talent, including social media channels, networking forums, referrals, and online job boards.

The broad scope of being able to recruit talent from all corners of the world will only continue. Multiple online networking communities that have been birthed out of COVID will only continue to grow.

The many new methods of recruiting are ultimately faster, easier, and more efficient. Leverage texting. A great channel to engage with candidates directly on their phones. As remote work will remain a mainstay option for many, casting a wider net to connect directly with candidates will only increase. Digital hiring technology such as AI and automation will accelerate these efforts.

What new skills have surfaced in today’s market?  The past few years have forced companies to reevaluate their core capabilities and overall culture, and new skills have resulted to accommodate shifting priorities. Traits such as strong communication, agility, ease with new technology systems, are some of the skills employers are consistently looking for.

A strong people interaction is imperative!

Throughout all touchpoints in the candidate journey, AI and technology can supplement the efforts by filtering data quickly. But, keen attention and the relationship with people is key. The optimal method is to recruit by using a combination of traditional and new methods.

Everyone needs to know where they stand. Feedback and follow up communication will continue to be improved upon. Simply and promptly, let applicants know where they stand in the process.

The acceleration of technology in our virtual world has changed the process of recruiting in a number of ways. Perhaps the most significant way is the increased transparency of the process. Have the past few years encouraged a reset for many?  Yes. Many  have pivoted, and will continue to do so. Candidates can research and do their due diligence on companies and positions online prior to applying. Accessibility to company information and knowledge enables candidates to reach out to network with existing employees. This in turn allows access to get a better sense of the company culture, expectations of the job, as well as anticipated new roles.

This increase in transparency has levelled the playing field somewhat, as candidates can now be more informed about the companies they’re applying to and the positions they’re interested in.

Team building strategies are focused on skill set and compatibility, rather than physical location. After all, we’re in the relationship age. Building relationships and communicating company culture with all prospective candidates, combined with the best tools to facilitate, results in a win win for both.  With the increased transparency and easier accessibility to candidates, employers can be more confident that they’re finding the best possible candidates for their open positions.

As more and more businesses adopt innovative technologies and evolve,  the process of recruiting will continue to change. We must remember to keep the human interaction at the forefront, focus on the person behind the resume, invest in positive interview experiences, recognizing the merit of candidates, and ultimately stop seeking perfection.