The current job market is clearly candidate driven. That means you don’t pick talent anymore. Talent picks you. Here are some recruitment strategies to consider in 2021.
Recruitment marketing creates an enjoyable, engaging experience for job seekers and future employees by producing specific branded content that will increase your Employer Brand perception and improve your relationship with both active and passive candidates. Recruitment marketing strategy generates content that will attract and satisfy candidates, allowing them to participate at their own pace and readiness. The goal is to interact with candidates during all phases of the recruiting process until they decide to become one of your employees. Recruitment marketing is the process of nurturing and attracting talented individuals to your organization using marketing methods and tactics.
Candidate experience is the perception a candidate has about an organization’s recruitment strategy. Candidate experience is increasingly viewed as an important hiring metric. Positive candidate experience results in improved company branding. A candidate experience evaluation is similar to a marketing analysis of potential customers. Candidate experience evaluation helps us understand the attitudes, behaviors, and feelings acquired during the hiring process. A positive candidate experience often motivates people to refer other candidates. Using brief surveys to get feedback from candidates is a good way to identify needed improvements in the hiring process.
Your top candidates can be group interviewed without the travel and lodging expenses of bringing them in for interviews. Video conference interviews allow each of the hiring decision makers to participate in the interview or they can view the interview at their convenience. Common video conference platforms include: Zoom, Microsoft Teams, and Webex Interview participants should include the recruiter, the hiring manager, and the direct report manager. The video recording of the job interview can then be sent to others who will be collaborating or working with the candidate. We expect the remote interviewing trend to continue even when the pandemic is over.
Workforce diversity results directly from your recruitment strategy. 12.5% of the US population is Black, yet only 3.2% of senior leadership positions are held by Black people. Out of the Fortune 500, only 4 CEOs are Black (.08%). In our political system, there have been 1,974 members elected the US Senate, but only 10 have been Black. 18.3% of the US population is Hispanic and only 4% of company executives are Hispanic. Statistics show that businesses with a diverse workforce have better productivity and profitability. Recruiters need to identify and bring a wider diversity of qualified candidates into the talent pool.
The use of data-driven metrics is clearly an emerging recruitment trend in 2021. These new analytics enable users to gain insights about which areas of their recruitment strategies are working well and which are not. When recruiters can easily identify areas for improvement, appropriate changes can be made. Some predictive analytics pay big dividends in improving your recruitment strategy: Time to Fill, Cost Per Hire, Quality of Hire and Offer Acceptance Rate. Analytics can now predict outcomes such as estimated time to fill, estimated future performance, job offer acceptance probability and predicted tenure.
AI is being used to discover new ways to source, identify and engage talent. AI technology can source, screen, sort and rank candidates to create a pipeline of qualified candidates that are likely to succeed in various positions. Unlike people, AI doesn’t have any biases when screening and selecting new hires. But creating a highly objective recruitment AI does take time to achieve. It depends on robust machine learning programs to minimize biases and to assess candidate job fit. The use of conversational chatbots is becoming more popular in recruitment. These chatbots can effectively engage candidates at the different stages of recruitment.
CRM is an innovative recruitment strategy that was specifically created to solve one of today’s most serious problems in talent attraction. Candidate relationship management has been found to be effective when applied to three types of talent pools: existing candidates, previous candidates, and potential candidates. Treating candidates as internal customers elevates the hiring strategy to new heights. Using CRM as a recruitment strategy offers an adaptive technology solution. CRM helps recruiters build stronger relationships with active and passive candidates.
HireSmart provides Recruitment and Staffing Solutions USA for a variety of businesses throughout the USA.