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Corporate Recruitment Trends: How do your clients measure up?

Posted By APSO, 24 November 2014
Updated: 10 November 2014

Corporate Recruitment Trends: How do your clients measure up?


The reality is simple. Your clients are no doubt spending time and money trying to gain control of their talent management including recruitment processes and in many cases this means employing in-house recruiters, utilising recruitment software and trying to lessen their reliance on external providers.

And whilst the temptation may be to throw your hands in the air and cry “woe is me”, it’s best to acknowledge that clients will try to streamline their processes in the hope of improving their talent pipelines, decreasing their costs and employing the best people. Knowing what the trends are in corporate recruitment can help you to better understand how to work with your clients during their process and to adapt your service offerings to ensure continued relevance.





#1 Social Sourcing

In SA it is already clear that companies are equipping their internal HR teams with LinkedIn recruitment licenses and they’re actively using the web to source potential employees. Even though LinkedIn is widely used, it’s used by everyone and is now considered a necessity rather than a competitive advantage.

Globally there are a myriad of new tools that have been created with the specific purpose of empowering companies to find (source) and attract candidates. As recruiters, it’s important to keep abreast of technology and wherever possible embrace and utilise these tools ahead of your clients. We will always have access to the same online sources, stay one step ahead and ensure that you can use them BETTER to continue to be of value.

#2 Building Corporate Talent Networks

Companies have evolved from focusing on “candidate management” to building “talent networks” from which they recruit. The “talent network” is not just a place to post jobs - it’s a place to attract people: and it includes fans, candidates, employees, alumni, and even customers. Integral to this, is the development of an end-to-end talent brand, not just an “employer brand”. Today’s internal recruiters work closely with their marketing counterparts and focus on sharing research-based, authentic  employment brand campaigns on the company’s website home page, not just their careers section.  

According to recruitment expert @josh_bersin, “a modern talent brand is highly specific, authentic, and narrow – so you attract just the right people.”

#3 Technology enabling process

Applicant Tracking Systems (ATS) are becoming a standard tool for companies and whilst there is definitely room for improvement, particularly in regards to the experience for candidates (and external recruiters) applying online, they are here to stay. They are critical for managing and monitoring the recruitment process and become critical for analysis and future improvement.

Assessments continue to be an important part of the candidate verification process and with the increase in cloud-based assessments that are now quicker and cheaper to employ, companies are once again incorporating these into their standard recruitment process.

#4 Focus on candidate experience

Good news for recruiters....companies are now spending more time, money and energy in improving the candidate experience, ensuring that the experience of applying and being considered is a positive one. As networks get smaller, companies must ensure that from application, through interview, feedback timelines and even regretting, candidates have a positive experience, lest word spread that will undoubtedly have a negative impact on the company’s attractiveness to future employees.

#5 High Value Staffing Firms

Whilst generalist recruiters may be feeling the pinch, a whole new breed of high value recruitment ‘outsourcers’ have sprung up to help companies find the right people in critical roles. The belief that external recruiters and staffing firms would disappear as LinkedIn and other online job boards grew, is prevalent in SA at the moment. However, global lessons prove that this is not the case. The complexity of the sourcing landscape has made it more important than ever for companies to look for seasoned professionals (and often specialists) to help them find just the right people.  

In fact, trends indicate that in-house “recruiters” are actually becoming “sourcers” as they focus their time, skills and efforts on sourcing potential employees. The shift for assessing, interviewing and ultimately recruiting talent has moved to line managers who are often ill-equipped. This provides a great opportunity for innovative external recruiters to offer their services in the short-listing (even candidates that were originally sourced by the client) and assessment and perhaps even hand-holding to line management in making a final selection.

#6 Harnessing Big Data
Recruitment is the number one driver of big data within HR. From understanding where the best candidates are found, to why people choose to work for, or leave, the company, harnessing the data is critical. Of course, accessing the data is one thing, unpacking it and determining the trends something else entirely. Companies that measure recruiting well are dramatically outperforming their peers but not many have the time or expertise to do this; yet another opportunity for forward thinking recruitment companies to add value and cement their role as experts.

 

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