"We often overestimate the effects of future changes in the next 2 years, while underestimating those that will occur within 10 years" (Bill Gates). While change is often thought of as a sudden and obvious revelation, it settles more often in our daily lives in a progressive way. What about today's HR? Collaborative experience, social recruitment, process acceleration: amid all these topics, what will be the recruitment trends for the year 2019?
The world of HR in Thailand is teeming with new ideas and innovations. Every week, two start-ups dedicated to Human Resources are created! But amid this swarm of ideas, what are the salient trends emerging? Fischer & Partners Recruitment & Executive Search has selected the 7 trends that are emerging in the current recruitment landscape. Whether your business is ahead of the game, or that you have not yet had the opportunity to lean on it, we hope this article will help you innovate in 2019!
# 1: The rise of HR marketing
There is more and more similarity between the marketing strategy deployed by a company (designing a product or service offering and putting in place all the channels allowing it to be addressed to a market of potential customers), and its strategy of recruitment: design a job offer and put in place all channels to address a market of potential candidates.
These similarities are driving an increasing number of recruiters and HR managers to take advantage of good marketing practices: defining an ideal customer/candidate profile, setting up candidate relationship monitoring systems that function like CRMs, etc.
These different actions aim to develop inbound recruiting (about inbound marketing). Instead of going to solicit a prospect (= candidate) in an active and unsolicited way, with the risk of obtaining a refusal or simply no answer, the objective is to set up less intrusive communication. Inbound recruiting relies on an optimized career site, a blog and social networks to build and maintain a more consistent link with your pool of candidates.
# 2: Place to recruit passive candidates!
Closely associated with the rise of inbound recruiting and the exploitation of social networks, the development of a less direct approach to recruitment has a central advantage for recruiters: easier access for passive candidates. In other words, to those high-potential candidates who are not actively seeking employment, but your opportunities may be of interest.
Thanks to the development of social networks, first and foremost LinkedIn, but also Facebook, Instagram or Line, recruiters can make themselves visible daily to their target audience. In 1 year, in 3 months, and sometimes even less, these candidates could develop the desire to know more about you.
This approach is particularly relevant for reaching students and recent graduates: whether they are called Millenials or Generation Z, these young candidates are the most loyal users of smartphones and social networks. Who says new candidates say new recruitment methods.
# 3: The reign of the candidate experience
Always in connection with the rise of HR marketing, the candidate experience is to human resources what is the customer experience for marketing. And we hear it for a long time: the customer is king!
From the moment a candidate discovers your brand, through a post on social networks or by visiting your website, to the one where he joins your company, his experience must be as good as possible. What does "good" mean? A smoother, faster, more humane, more original experience? Each company will have a different answer to make. The important thing is to set up an effective recruiting experience that will enhance your chances of attracting candidates!
# 4: Speeding up the recruitment process
In line with the reflection on improving the candidate experience, the duration of the recruitment process is in the visor of proactive recruiters! We have long since entered the era of immediacy: I desire something, and I desire it now. Netflix, Deliveroo or Spotify illustrate it well.
Does a candidate want to join you? This is an opportunity to enjoy! While companies are always looking for agility, there are still too many to get entangled in cumbersome procedures and endless processes. However, the statistics are final: 85% of candidates say they have already accepted another job offer because the recruitment process was too long in their business crush.
On the other hand, setting up more agile recruitment processes, notably by mobilizing its operational staff more quickly, can bring results. exceptional. This is evidenced by the example of Lazada, which attracted and recruited nearly 30 young developers & merchandisers within a single month. The key? From the first meeting to an accepted job offer, some processes have been completed in less than 48 hours!
# 5: The Collaborative Experience: The age of happiness at work
The candidate experience is important and even fundamental. But this experience should not stop once the candidate has joined your company! On the contrary, from on-boarding to everyday life in his new position, his career changes, and even his departure to a new company, the person must remain at the heart of the concerns of human resources. Admittedly, this trend concerns HR more globally than recruiters alone.
Yet recruitment is also deeply impacted by the ability to create a workspace where your employees flourish. Indeed, happiness at work is not just the appointment of a Chief Happiness Officer or the installation of a ping pong table in the break room. Happiness at work stems from the company's culture and is anchored in its ability to empower employees to invest, learn and grow. to blossom, reconciling their professional life with their personal life.
A good corporate culture serves to recruit because it is a magnet for good candidates.
# 6: And the mobile, then?
For years, the mobile has been leading the "trends for the coming year". And yet, it is a form of reluctance on the part of companies. Indeed, while 66% of candidates use their mobile in their job search, only 40% of companies have a site or an application designed to allow smooth mobile browsing.
The transformation is done gradually, and above all, it is a building site that is not carried out without a more global reflection: thus, the companies will be able to envisage the deployment of a real mobile strategy while they will look at the canals. to improve their candidate experience.
# 7: Changing the ways of working
This is perhaps the most discreet but profound change in the relationship between recruiters and candidates: the work as it has been built for decades is changing profoundly. At the forefront of these trends is the phenomenal rise of freelancing. CDI is less and less the norm, in a world where business needs are more and more precisely targeted and identified: to meet this need, hiring an employee is no longer the only solution.
On the contrary, using a Freelancer or an agency appears as a simple and effective solution, which allows avoiding many costs of recruitment, training, and communication. Work is often better done, faster, and, as competition increases in these sectors, at a lower cost.
In conclusion, 2019 is emerging as the year of candidate experience and HR marketing. Continuing to capitalize on the great wave of digitalization of companies and recruitment, the real challenge for the next few decision-makers is to succeed in reinventing itself. Reinventing the way we recruit, reinvent the way we attract candidates. It does not mean everything starts from scratch. But taking a step back, linked to a real strategic vision, is necessary: recruiting better will not only go through small incremental changes; sometimes it will be necessary to put a big kick in the anthill!