Several new recruiting trends appeared in the last year. 
This year, these trends will be adopted and implemented on a greater scale. As a recruiter, it is important to know what the modern methods are that will shape the hiring process.
Say Goodbye to Paper Resumes
The future of recruiting is also signaling the end of paper resumes. Soft skills are becoming more important for many organisations. Social media profiles and video submissions can provide a better first impression that goes beyond a paper document, especially for marketing director jobs.
For the hiring company, this means keeping up with trends and being able to accommodate new technology. For the job seeker, this means developing an integrated personal brand via their social media profiles, personal website and digital portfolio.
Go Mobile
Google has announced that they are moving to a mobile-first indexing system. While search engine optimisation has not been a top priority for recruiters in the past, it is now something worth looking into. Google has made this change to benefit the searcher’s experience and to adjust to their habits.
More job candidates are starting their job search on a mobile device. However, this does not mean that the industry has been following suit. Mobile platforms have been around for a while, there are a lot of recruiters that have not adapted to this.
A study found that 45% of job seekers use their mobile to look for work at least once a day. Around 89% of job seekers also use mobile platforms for their search. 16% of the applications for jobs are submitted via mobile. If you want to be effective, your recruiting strategy should allow people to use their mobile devices easily.
Develop an Attractive Online Profile
If a company wants to attract the top talent, they need to have an appealing environment. Social media is a good way to demonstrate a company’s corporate culture. Research has found that 79% of candidates will review the social media profiles of companies in their job search.
The reality of working for your organisation should be truthfully portrayed across all of your social profiles. A priority listed by 60% of organisations was a strengthening of the employer brand. Your social media profiles, website and online reviews should provide job seekers with an accurate insight into your company culture.
Consider Flexible Working Conditions
The job market has been seriously impacted by the gig economy. The impact has been more workers looking for freelance positions as well as changing their expectations. Research has found that 60% of employees would look at contract work if offered this.
This is attributed to the perceived benefits of these types of roles such as being able to work from home. A survey in 2016 found that the ability to work from home was a factor in decisions made by 68% of candidates.
Take Note of Virtual Reality
Video interviewing software is everywhere and there are many systems on offer. Video is a great way to get an accurate first impression of someone and video interviews are not going to go away. Virtual reality and augmented reality platforms are also being used for interactive hiring. Instead of answering all of the usual questions, virtual reality offers the candidate a chance to answer in a practical setting.
Talent Relationship Management
The job market is already competitive and talent relationship management is becoming a vital recruiting tool. The problem is that a lot of HR departments have overlooked the importance of cultivating existing relationships within the organisation. This has been left in favour of attracting new talent.
History shows us that 40% of the best hires for any company come from within the organisation. There is one study that states that TRM results in 4% higher offer acceptance. Candidate relationship management should also not be overlooked. Instead, it should be put in place alongside TRM to ensure that you get the best candidates.
If you want to recruit the best candidate, you need to use modern hiring techniques. The days of simply posting a job and expecting resumes are gone. Today, recruiting requires a more proactive approach from candidates and recruiters.
