According to CareerBuilder survey, companies are now looking to revamp their recruiting efforts to fill positions in their organization. While hiring skilled individuals are on the rise, HR professionals are still facing the greatest challenge in finding the right talents. They should also prepare for the talent shortage caused by workforce crisis. In 2018, data show that there are approximately 72.8 percent employers struggling to find relevant candidates, while 42 percent are worried they won’t able to find the talent needed. This concern comes with a reason, as 86 percent qualified candidates are already employed and not actively seeking a new job.
Then the question remains, what should hiring managers do to tactfully handle this issue? In order to stay abreast of rapid development technology and the ever-changing recruitment landscape, leaders need to be agile in optimizing the hiring process and come up with innovative hiring strategy. One of the best way is to adapt current hiring methods based on latest trends.1. Practice diversity while recruiting candidates
Diversity is crucial in terms of gender and ethnicity. You need to provide the same opportunity for everyone including candidates with disabilities and veterans. LinkedIn data shows that improving diversity in company can better represent customers (49 percent), improve company performance (62 percent) and culture (78 percent).
2. Espouse new hiring tools and processes
Traditional interview such as meeting face-to-face with candidates might not be the most effective way to access candidate’s overall skills. Not to mention, it also takes time, energy, and resources. With the help of new tools and platforms for interview purposes, it is now possible to scan candidates overall skills and capabilities in much lesser time. New technological innovations for interview can improve the company’s soft-skills assessments, job auditions, meeting in casual setting, virtual reality assessments, as well as video interviews. Moreover, as many people nowadays are willing to work remotely so you can attract those talented individuals by offering remote interview for jobs.
3. Increased the use of data to make strategic hiring decisions
Your data processing will predict hiring outcomes and not just track them. This data usage is going more and more critical in the following year. Likewise, data usage can also increase retention, evaluate skill gaps, build better offers between candidates and employers, and understand what candidate expects from the organization.
Therefore, you should optimize your data analysis to better plan for workforce in your company, predict candidate success, assess talent supply and demand, compare talent metrics to competitors, and forecast hiring demand.
4. Embrace artificial intelligence (AI) and other automations
Sooner or later, AI will be the number one source of company to cut hiring cost while resulting in good candidates’ assessment, better recruitment automation, as well as making hiring process more error-free.
Gartner predicts that by 2030, 50 percent high-performing employees will regularly and seamlessly redistribute workloads across portfolios of talent bots. It means that AI assistant will help work done. AI can also be the most useful humanoid in sourcing candidates, screening candidates, nurturing candidates, scheduling interviews, engaging with candidates, and interviewing candidates. However, there are certain areas in which cannot be replaced by automation like AI such as for foreseeable future, building relationship with candidates, seeing candidate potential beyond credentials, judging ‘culture add’ and ‘culture fit’, gauging candidates’ interpersonal skills, and convincing candidates to accept offers.
5. Employer branding
Employer branding is aimed to build a strong and attractive employer brand which means you can attract more and more people. Research by LinkedIn has shown that 75 percent of job hunters are interested in applying job for companies with good reputation and solid employer brand. There are 83 percent employers say that employer brand gives significant role in their ability to hire talent and 69 percent candidates will not accept a job in a firm with bad reputation even when they do not have a job.
6. Candidate experience and relationship management
Candidate experience and relationship management strategy is rather new and it can be a good method to apply in this and next following years. Having candidates who have positive experience in your recruiting process will more likely to accept, reapply, and refer others to apply in your organization. Kelly Services shows that 95 percent candidates who experience positive recruitment in the first time will likely apply again, and 55 percent spread their positivity in social media which will bring a good fortune to your company. It can also improve your relationship with future job candidates.7. Explore more technology in hiring process
You never know where you will find best candidate for those positions in your company. Therefore to maximize your hiring strategy with technology is important. Social media and mobile application should be your concern. Improving your social media hiring can help you recruit potential passive candidates by 80 percent. Likewise, there are already 89 percent companies apply this method in their hiring process and 70 percent of hiring managers say they have successfully hired with social.