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In order to make the most of your recruiting, it helps to know what trends are happening that could affect the way you hire. From the consideration of mobile optimisation to applicant tracking system features, there are a variety of current trends that will make a difference to the way candidates apply for jobs with you.
It’s important to stay on top of what’s happening, to ensure you are one step ahead of the game. And of course, the candidate should take precedence throughout.
With this in mind, Webrecruit looks at recruitment software trends you need to know to aid your attraction and recruitment strategies.
1. Mobile Domination
It isn’t big news that applications need to be mobile friendly for candidates, but it’s important to realise the rest of what mobile can really do. Candidate communications should all be pushed via mobile due to the highly responsive nature of such platforms.
Eventually, the aim for firms should be to extend what is available for candidates on their mobile (as well as functionalities for recruiters), from managing job offers to accepting interviews and more through software.
2. The Age of Video
Video content is becoming ever more powerful. If you’re looking to promote your company’s brand using video, it’s one of the top ways to get viewers engaged and creates a memorable way to give an insight to what you do.
With the average internet user spending 88% more time on a website with a video (Mist Media, 2015), it’s something worth thinking about.
The other side of video involves video interviewing. This is becoming a primary method for many a company looking to recruit, and is a pretty handy time-saving feature offered by a range of applicant tracking systems.
3. Time to Get Social
Recruitment software allows employer to post directly on to social media sites, and use employee’s social networks to search for candidates (with permission, of course).
What’s important here is that with social features a permanent part of software systems, companies need to understand the prospective impact that their social media pages (such as Facebook and Twitter) have on potential applicants.
Your company Facebook page can be a careers site as much as it can be a standard business site, which opens you up to both active and passive candidates. Look to create a community where individuals can engage with your content.
4. Data, Data, Data
Off the back of social sites comes social data and sourcing. A variety of software solutions now offer the option to integrate information from a wide range of social sites, giving recruiters access to candidates and allowing them to identify specific individuals based on very particular skills and experiences.
5. Analytics and Beyond
Recruitment analytics looks at measuring the effectiveness of the varied channels you use to source candidates. Nowadays however, it’s worth taking a leaf out of a marketer’s book.
When you communicate with candidates, whether it’s through job descriptions, or standard communications such as email, you need to aim for more engaging content/copy.
This is the same for your careers site. What are candidates engaging with? What are they viewing or clicking on? The ways you connect with both current candidates within your pool and those potential applicants makes all the difference to your hiring strategies.
Conclusion
The recruitment process has not changed; you still need to fill that vacancy with the right person. However, technology gives emphasis to a new user experience and the two way engagement.
It’s not only the candidate that needs to be proactive, it’s the employer that should seek to attract and engage potential applicants through effective employer branding.
Yet, at the end of the day, candidates should be treated as customers. This should be a top priority when looking for your next hire.
Interested in learning more? Check out some of Webrecruit’s top resources below:
How to Build a Business Case for Recruitment Software
A Masterclass in Employer Branding
7 Ways to Enhance Your Careers Site’s Engagement
How can recruitment software impact your candidates’ journey?
