The world has changed a lot because of the rapid advancements of technology and innovation. This affected every spectrum of human society and this includes the norm of recruitment. What recruitment managers used to do just a few years ago no longer work in today’s world.
Now, people with resumes on their hand walking from office to office is no longer very common. The way people look for jobs and what they look for from a job is very different. People now can look for jobs online and more than financial stability, most people now look for work-life balance.
Recruitment managers need to know the importance of these changes as it can affect the quantity and quality of the candidates wanting to apply and the retention of employees.
Here are 4 things every recruitment managers need to know:
Recruitment Can Function Like a Marketing Campaign
Like any marketing or advertising campaigns such as making use of signboards, publishing articles on different online and offline platforms and many other mediums, you can use the same principle for recruiting.
In today’s world, recruitment managers can make excellent use of the internet to both lure and actively search for candidates.
Materials such as posters and videos can be posted to attract potential candidates. Social media can also be used as a powerful tool for talent acquisition. In fact, 70% of employers use social media to screen candidates and 43% of employers use social media to keep track of their employees.
In other words, you’ll be left behind if you don’t use the power of social media and other online tools. Internet penetration in the U.S. is now at 90%. Out of those that looked for jobs, over 80% used online job sites and 73% have used social media.
Job Boards Online
A lot of online job boards now exist. In fact, online job boards is now the top sourcing channels for candidates. Here are some of the top job boards online that you may use for recruiting:
Those are but some of the many online job boards you can find on the internet. With online job boards, more than posting job offers, you can also actively hunt for prospects through searching for different profiles.
According to statistics, 89% of people say that they’ll have greater chances of accepting the job if the recruiter will reach out to them.
Here are the benefits of using online job boards:
- You can create job listings
- You can search for through profiles for potential hires
- Access to a pool of potential quality workers
- Data about the candidates can be shown
Understand Hiring and Candidate Problems
The more you understand the needs of candidates, the higher your chances of acquiring them. Millenials are slowly filling up the majority of the workforce. In fact, it is estimated that by the year 2025, 75% of the workforce will be millenials.
According to the Pew Research Center, millenials are more educated compared to the previous generations. Compared to others, millennials now have easy access to technology and information.
Because of this, the majority of millenials prefer a work-life balance.
These statistics were the results from the study of the Deloitte Millennial Survey and Gartner Research on Millennials and Technology:
- 48% of millennials believe that organizations behave ethically
- 47% believe that leaders aim to create a better society
- 42% of millennials use real-time messaging during work
Here are reasons why candidates don’t accept job offers:
- The company has a bad reputation
- They found a better opportunity elsewhere
- Poor candidate experience
Knowing these issues and knowing how to solve them can give you an edge in talent acquisition. By using the information we have gathered, these are the steps you can take to improve your chances of getting your preferred candidates:
- Establish good rapport
- Create a positive experience for the candidates
- Offer good pay
- Actively search for excellent talents
- Let them know your standards and expectations
Collaboration with Recruitment Process Outsourcing (RPO) Companies
Recruitment managers can still face a lot of problems even while doing everything they can with talent acquisition. Even with all the different factors and information in mind, recruitment managers can still end up getting a bad hire or hire no one at all.
If talent acquisition persists to be a major problem, you can collaborate or delegate the entire hiring process to recruitment process outsourcing companies. They are the most knowledgeable and best-equipped organizations for the job and they have connections to a pool of talented candidates.
They also make use of innovative tools for hiring and to also collect data for you to only acquire no less than excellent hires. Recruitment process outsourcing has become a major tool being used by a lot of companies because of the many benefits and convenience it brings.
Here are the benefits of recruitment process outsourcing:
- Quality hires
- Reduces need for direct marketing
- Lowers cost
- Improves your brand
- Improves hiring time
- Better workforce diversity
- Analytics and reporting
- Excellent compliance regulations
- Hiring process and assessment model
- You can put more focus on business operation
Hiring today bring you to a very aggressive and competitive world. Recruitment managers are constantly trying to lure exceptional talents to their organizations. You can be in danger if they know a lot more and doing a lot more than you are.
Even job boards online are populated with listings from recruitment process outsourcing companies. That’s the bad news. The good news is, you can turn this to your advantage by outsourcing talent acquisition.
If someone else is running your organization and you are mainly tasked with talent acquisition, you can learn more about it online if you don’t want to resort to outsourcing. However, if you are doing the recruitment process while also running your business, we suggest that you outsource the hiring process.
We hope that we have given you more insights about talent acquisition and the changing world of recruitment managers. You can find out more about this topic in our website.