What tools will recruiters need in 2015?

Nolan Gray Corporate Recruiting, Market Trends, Products & Technology, Staffing, Tips & Tricks

As the new year gets underway, recruiters are undoubtedly wondering about the new trends in the industry and what tools they’ll need to face these changes. We tackle this issue in Part 1 of our recent webinar, “Tools a Recruiter Cannot Live Without in 2015.

We invited four industry experts to join in the conversation: Terry Bustamante, Director at DaXtra, Tracey Parsons, CEO at CredHive, Betsy Rowbottom, Co-Founder of The Good Jobs, Paul Mladineo, Co-Founder of HRNX, and Dan Hughes, Co-Founder of RingLead. JobScience CEO Ted Elliot moderated the conversation.

Here are some of the big ideas that came out of this webinar:

Communicating your value
One topic that came up repeatedly is the need for employers to better communicate their value to job seekers. Millennials are used to going online to research an organization, and if they can’t find anything that interests them, they won’t likely apply. Often these resources exist; they’re just not in a place where job seekers can easily find them. Internally, companies do great things for their employees and offer great benefits, but many businesses aren’t doing a good job of communicating these things to potential hires. Tighter collaboration between marketing and recruiting teams could help solve this problem and make the best parts of the company more visible.

This also relates to communicating the value of certain positions. These days, being a social media manager is typically perceived as a cool job, while being a chemical engineer doesn’t have the same cache. Recruiters will also need to solve the problem of attracting candidates to positions that have lost their cool factor. All positions and workplaces have things to recommend them. The challenge is to communicate these strengths using recruitment tools.

Investing in employees
The idea of communicating company value ties into another trend as well: investing more in the employees you have. Maintaining a strong employment brand also impacts the people who already work for you. They are more likely to stay in the organization when they have a fundamental understanding of the benefits offered by their brand. Rather than seeking external candidates for open positions, start grooming current employees for upper management. Under this paradigm, traditional job postings may disappear completely.

Culture is a big driver in employment right now. Hiring for specific skills may not be the most important part of a recruiter’s job. Instead, companies may focus more on finding smart candidates that fit the culture. However, if businesses go this route, they will need to invest heavily in training tools so employees know the company is a good place to work.

Managing data and automation
As recruiters focus on new methods of gaining information about candidates, managing data information could be difficult. There’s a movement to get rid of the resume altogether, in favor of digital profiles, or new ways of representing achievements, like CredHive. Since the recruiting process has been designed around the resume for so long, recruiters might need to seek out platforms that better enable them to collect all of this data in one place. That could be a challenge. There will be a lot of new data sources, and platforms will need to manage that information without duplicating anything or making life difficult for recruiting staff.

When it comes to new technology, recruiters will likely face the challenge of finding the right platform to fulfill their needs. It can be tempting to invest in technology for the sake of it, but recruiters will need to make sure they are acquiring technology that truly helps them to meet their goals. In the end, tech platforms should be simple and easy to implement, but they should drive efficiency and reduce menial tasks recruiters are performing.

The recruiting environment is changing rapidly, and recruiters will need to find new tools to address these rising trends.

There was a lot of food for thought in this webinar, and we’ve got more coming up. Stay tuned for the second part of the webinar on February 3, which will broadcast live from London. In addition, On February 17, join us for “Recruiting on a Dime & for a Social Cause,” where we discuss recruiting in the nonprofit sector.

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