January 29, 2019
As the world of work changes, so does the way in which employers recruit. Some changes may not stand the test of time, but the following just might.
A Google initiative designed to enhance our experience as online searchers and to ensure that Google keeps up with our habits. Google likes the fact that we say we will “Google” something and it wants to keep on our good side. Nowadays, more and more of us are looking for jobs on our smartphones and tablets, but some recruiters still don’t acknowledge this. This move is intended to change that.
No more written CVs?
Increasingly, recruiters, whether in-house or external, are placing their focus on more than just what we write in our CV. What do our social media profiles say about us? Do they portray us in a way that we’d like a current or prospective employer to see us? Employees may need to start doing the same sort of things that businesses need to do, creating their own personal websites and building a suitable ‘brand’ for their chosen career in order to get hired.
Make the company profile look the part
We may not have got to the recruitment equivalent of online dating sites as yet, but we do need people to “fit,” if we want the hire to be successful on both sides. The way we do this is to be honest yet attractive. To use a phrase that was very common back in the early 2000s, we need to make ourselves, “employers of choice.” We need to do this on our website as well as our social media profile pages and we mustn’t forget all those job review sites either.
Like it or not, artificial intelligence is not going away. It’s already in use in one form or another in the UK, in the NHS, for example, and in a number of industries. This is starting to impact on the types of job available, with analysts suggesting that it will create many more new roles than it will replace. It is also having a significant effect on the efficiency of candidate screening and accuracy of hire in the recruitment sector.
More and more of us are moving into freelance or self-employed roles. It’s beneficial for the employer because their costs are lower and beneficial for the worker because they have greater flexibility over their working hours and locations. There are plusses and minuses on both sides but focus on the positives.
Not only software for video interviews, but VR and augmented reality are now being used in recruitment. They enable candidates to take part in simulations of real-life situations.
Talent Relationship Management (TRM)
This is becoming more important in recruitment, but we shouldn’t forget our existing talent. There are many reasons to promote internally-developed people, however, we don’t want to forget potential new talent either.
The truth is, we need to use a wide variety of recruitment methods in order to hire the right people. We stand a better chance of getting the right people by staying ahead of the curve.