Future Recruiting, Hire Velocity

The recruiting landscape is changing. Candidate expectations have shifted, meaning that companies need to hone their procedure for connecting with future employees. As the competition for quality talent gets fiercer, attracting top talent will require not only the right incentives, but also an intentional recruiting process.

What Do Modern Recruitment Techniques Look Like?

Traditional recruitment techniques like job board postings are no longer enough to fill high level positions. While it’s still important to use those traditional venues, companies should focus their recruiting efforts on more personalized, tailored experiences in order to attract the kind of talent they want.

  • Personalized Recruiting Techniques—Job portals can use responsive design and geographic information to personalize offers made to a particular user. Once the candidate funnel has narrowed, personal touches such as face-to-face interviews (even via video) and social media connections can boost your employer brand.
  • Gamification Techniques—Gamification, the process of using game-like interactions to accomplish serious purposes, has experienced a surge in popularity. The Harvard Business Review blog reports that 70% of Global 2000 companies will incorporate gamification into their business model by the end of this year. For recruiting, that means using role-playing exercises, task challenges (like Google’s Code Jam competition), and problem-solving activities to attract innovative and talented candidates.
  • Specialized Recruiters—Recruiters who have worked inside a particular industry or who have specialized knowledge of that industry can build credibility with candidates by speaking their language. In areas like IT, where candidates value self-management and want their ideas to be heard and considered, such interactions are essential for creating a positive recruiting experience.
  • Real-Time Data—Applicant tracking systems can provide crucial data about candidates during the hiring process. Hiring managers need ways to analyze and utilize this data in order to facilitate better communication and selection during the hiring process.
  • Excellent Candidate Experiences—The hiring process offers a snapshot of what it will be like to work for a particular company. Is communication a high priority? Are ideas heard and considered? Is innovation valued? Is the company forward-thinking? Is this a positive place to work?

Recruitment Is a Two-Way Street

The interview process goes both ways, especially for high-level or highly skilled positions. Both the company and the candidate use the recruitment process to determine whether the position will be a good fit. In order to make a positive impression on talented candidates, especially in industries based on innovation, it will be necessary to implement innovative recruiting strategies and techniques.

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