The new year is here, and it’s the perfect time to reflect on what areas of your recruiting strategy are working and what might need some improvement. We talked to a few recruiting experts to find out what they’re resolving to do in 2019.
- Spend more time on candidate experience.
“Candidate experience” has been a buzzword in recruiting for awhile, but it’s with good reason. According to LinkedIn, nearly 90% of candidates has said that a positive candidate experience can change their mind about a company they doubted. “Our 2019 New Year’s resolution is to ensure we are not just delivering a product or service, but an experience,” said Husani Dillon, Executive Director of Outreach at Tobin & Associates.
Not in a position to set your company’s candidate experience strategy? Even things as simple as the language you use can have an impact. “I want to stop using expressions like ‘war for talent,’” said Yiorgos Boudouris, Recruitment Manager at Jobber. “Yes, there is an increasingly competitive landscape for recruiting and retaining great team members. But I really think that part of our job as recruiters is to help build up the ecosystem around us; to support a better candidate experience for all and to encourage more transparency between companies.”
If you aren’t sure where to start, don’t worry! These tips from recruiting experts can get you started right away.
- Break out of cycles that aren’t working.
Everyone has their tried-and-true methods for getting work done. But when was the last time you thought about the methods that aren’t working? Matt Dunne, a hiring manager for Africa Travel, uses the new year to take a look at the big picture—everything from the procedures he’s using to recruit candidates to technology—and fix anything that isn’t functioning well. “At the start of the year, rather than making a specific recruiting resolution, I take the time to assess the recruitment tools and processes we’ve been using to see if there is anything new we can do or any new technology we can use to make our recruitment process slicker and more efficient.”
This means turning a critical eye to how you and your team work, which can be uncomfortable. But once you’ve identified and fixed the problem areas, it means a better experience for candidates, recruiters, and the whole recruiting team.
- Test out new technology.
Even if you are interested in new technology, with so many options out there, it can be daunting to know where to start. But instead of assessing every kind of technology on the market, many recruiters are choosing to start with one just category. “In 2019, we are focusing on artificial intelligence,” said Cristian Rennella, VP of HR & CoFounder of oMelhorTrato.com. “We started a pilot three months ago and are very happy with the results. We’re on the path to digital transformation—our manual and repetitive HR processes can be performed automatically. And we can invest more time, for example, to interview the best candidates.”
“We can’t talk about 2019 recruiting trends without mentioning the ways tech is revolutionizing the whole process,” said Samuel Johns, a recruiter and career advisor at ResumeGenius.com. “Chatbots are taking some of the weight off our shoulders. They can relieve the load by collecting routine info and dealing with unqualified candidates and let the recruiters—the human ones—take care of bigger picture tasks, like focusing on connecting with top-tier candidates.”
“The recruitment profession is fast moving,” Dunne added, “It’s important that we take the time to explore these new technologies rather than getting stuck in a cycle of using outdated and ineffective methods and the new year is a great time to do this.”
- Invest in recruitment marketing.
Even if you have the best possible candidate experience and have optimized all the tools in your tech stack, candidates aren’t going to materialize if they don’t know positions exist in the first place. To help bring attention to those open roles that need applicants, recruiting teams are investing in marketing. “My team and I now proactively advertise our company to jobseekers,” said Johns. “We make them aware of openings and drive them to apply—not only through social media platforms like Facebook and LinkedIn but on open forums like Reddit and via Google AdWords, as well.”
And even if an ad budget isn’t in the cards, you can still enlist your fellow employees to spread the word. Share job links with your colleagues and ask them to share with their networks on LinkedIn. Encourage your coworkers to post about company events and culture on social media so prospective employees can learn more about what it’s like to work there. A few water cooler conversations can go a long way in marketing your open positions.