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One of the best sessions at the Society for Human Resource Management (SHRM) Talent Conference was a panel discussion focused on top recruiting trends. What I really liked about this session was the balance between the “basics” – trends that shouldn’t be a surprise, but we need to constantly be reminded about their importance – and what I’ll call “new” trends that we might not be very focused on today but need to consider for the future.
Getting the Basics Right
- Prioritize what HR can do. There’s lots of talk about HR teams being stressed and burned out. We need to take care of ourselves, so we can do our best work.
- Let technology do what it does best. This goes with #1. There’s so much great recruiting technology available today, organizations should prioritize what can be automated and what needs to be done in-person.
- Make the candidate experience great. The competition for talent is huge. Be transparent with candidates about how the process will work. Execute the process well and preferably with fewer steps.
- Applying for a job should be easy. The longer it takes, the greater the chance that someone will just give up. Make sure your applicant tracking system is mobile-friendly.
- Maximize employee referrals. While it’s not advisable to have referrals as an exclusive recruiting source, it can still be a great source. Do the math by looking at cost per hire versus the cost of hiring an external recruiter. Consider paying the referral bonus a little faster.
Keep These New Trends in Mind
- Do well by doing good. This isn’t optional anymore when recruiting. Candidates want to know that they’re working at a company they can be proud of. That’s not just in the product or service the company provides. It’s how the organization supports community.
- Tap into untapped talent. Build partnerships with organizations that can help the company find talented veterans, older workers, people with disabilities, and individuals looking for second chances. Great talent exists, but we need to look for it.
- Tell your story before others do it for you. Branding is so important right now. Use social media to tell your company’s story and share company values. Give employees a realistic job preview so they’re not surprised when they start.
- Adopt a “screening in” versus “screening out” mentality. Think about your recruiting and selection philosophy. Is it possible to hire for ability and then give someone the experience?
- Demonstrate a commitment to internal mobility. This aligns with #9 above. Employees want to know that they have a future with the organization. Talk about internal mobility. Make the process fair and equitable.
BONUS: There’s one more trend that I heard during the session that I think organization’s need to be very focused on and that’s speed to first paycheck. Some organizations are promoting same day pay and flexible pay options as a way to attract talent. I can see this being very popular for candidates.
Finding and hiring the best talent is going to be a priority for the foreseeable future. Honestly, finding and hiring the best talent has always been a priority. Now, there’s increased competition and that can change things for recruiting. Even companies that have enjoyed a steady stream of applicant flow might find themselves working harder to attract talent. That’s why it’s important to get the basics right and look for ways to stand out in this very crowded market.
Image captured by Sharlyn Lauby at the SHRM Annual Conference in Las Vegas, NV20