16
Jul
2014
article

6 trends in corporate recruiting

Today’s trend is tomorrow’s best practice, and in the competitive, ever-changing world of recruitment, it’s more important than ever to stay ahead of the game. To help you gain that competitive advantage, we’ve teamed up with Sarah Beck, SEEK’s Head of Executive Recruitment, to talk about six trends in corporate recruiting.

1. The candidate is king or queen

It’s been said that the war for talent is over – and talent won. In this ‘post-war’ world, hirers need to make the candidate experience the number one priority. If your application process is unnecessarily complicated, or your interview methods unpleasant, you risk not only losing a great candidate, but damaging your employer brand in the process.

2. Your brand is everywhere

Employer brand is now indistinguishable from your company brand – and it’s exposed everywhere, whether consumers are discussing your products on Twitter and Facebook or candidates are using these same forums to share their recruitment stories. Smart companies understand that everyone is a potential candidate or brand advocate, and always include career-oriented information on the homepage of their website and across their social platforms.

3. Candidates are open to contact

Reaching out to candidates before they come to you goes beyond a trend – it is a critical sourcing strategy. With 47% of Australian job-seekers monitoring the market, it’s not only active job-seekers who are open to the right opportunity. SEEK Talent Search (with over 2.6 million candidate profiles) allows hirers to reach out to these desirable candidates in a number of ways: from starting a conversation via ‘message’ to the gentle nudge that is the ‘send job’ feature. Hirers can actively pursue top talent and put their opportunities directly in front of talent, no matter where they are in the job-seeking journey.

4. Recruiters source and managers hire

In an increasingly complex and competitive talent acquisition market, finding great candidates is half the battle. As a result, more and more companies are encouraging their recruiters to focus exclusively on the strategic sourcing and screening of candidates, leaving the interviewing and assessment aspects of talent acquisition to their (up-skilled) hiring managers.

5. New assessment science

Hirers have long relied on pre-hire assessments to help determine a candidate’s skill level and cultural fit. Amongst the advances that move current assessments beyond a static personality test, organisations can now work with their testing models to ensure they are a, testing for the right capabilities; and b, collecting the right data to improve their hiring decisions.

6. Big data rules

Yep – it’s big data again. The strategic importance of data to the recruitment process cannot be undermined. Big data helps you understand where your top candidates are coming from, which sourcing channels provide the best return-on-investment and who you should be sourcing in the first place. Big data removes the guesswork at a time-critical point – when you want to find those top candidates before anyone else does.

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About the author

SEEK

Head of Executive Search

Sarah Beck leads the recruitment activities of SEEK focussing on the difficult-to-recruit roles, along with talent and succession planning. Prior to SEEK, Sarah spent 14 years with Russell Reynolds Associates – a global executive and assessment firm. During this time,...

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