Looking to hire a new flock of employees this summer? You better listen up!
According to the 2014 Recruitment Technology Trends, there are several new and improved hiring avenues of which employers need to be aware. While you may have some standby recruitment strategies, such as social recruiting or attending career fairs, there are alternative methods to create even better outcomes.
Let's look at some of the standout recruitment trends of 2014 and how you can apply them to your hiring strategy:
Recruitment advertising
What it is: Recruitment advertising refers how you promote your job listings. These days, this goes beyond the job board. Multimedia ads that include video, social, and even mobile options are now part of the equation. Plus, with analytics, you can get a better understanding of who's viewing your job description and where your ads are gaining traction. This helps determine source of hire and analyze future recruitment marketing endeavors.
How you can use it: Since many college graduates will be looking for employment over the summer months, tailoring your recruitment advertising can be your ticket to finding fresh talent. For example, using keywords like "entry-level" or "recent graduates" in your job ads can increase your chances at the right applicants.
Mobile recruitment
What it is: Mobile recruitment involves using mobile devices and applications to find great talent. While this isn't a new phenomenon, the recruitment trends report indicates that recruitment technology providers specializing in mobile have seen their services further legitimized by Google's new search algorithms, which promise to start actually penalizing non-responsive sites, including career sites. This further legitimizes those mobile technologies that are doing the job correctly.
How you can use it: Improve the capabilities around your mobile technology. For example, text and push notifications or a more streamlined application process will make mobile recruiting easier for everyone.
Multi-screen recruiting
What it is: Multi-screen recruiting goes one step further than mobile. In essence, it allows for a more complete experience on many devices, particularly those that can used at the same time.
The report describes the following situation as multi-screen recruiting: "A job seeker using a desktop computer in tandem with a mobile device to apply for a job, and a recruiter streaming a job interview from their Google Glass while also viewing a candidate's application and scoring their interview in real time using a tablet or mobile device."
How you can use it: Since you may have to go through 250 resumes per position, using multi-screen recruiting can cut down on time and allow you to reach out to candidates quicker, all while using the device of your choice.
Big data
What it is: Big data refers to solving problems by analyzing complex collections of data. In turn, results can be used to measure factors such as candidate success rate, as well as overall productivity and engagement. Big data allows you to screen candidates better from the get-go, giving you the opportunity to predict how well they will perform.
How you can use it: Evaluate your problem areas and see where big data can make a difference. For example, companies like Xerox have used big data to cut employee turnover in half while hiring the best talent for their company. Xerox did this by implementing cognitive and personality-skills testing and looking at elements unrelated to the actual job description. In doing so, they found correlations between how long a worker was employed and overall engagement. For Xerox, big data became the path to higher retention and lower turnover.
While you may already implement some of the most popular recruiting trends, amp them up this summer! Doing so ensures the right employees for your organization, creating awesome results now and in the future.
What do you think? What are some other ways to get your recruitment process ready for summer?