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3 Recruiting Tactics to Help you Adapt to the Changing Hiring Market

If any of those words mean nothing to you, it may be time for you to modernize your hiring standards! With unemployment at decade lows and technology advancing faster than most can keep up, the way we hire needs to keep up if we do not want to miss out on top notch candidates. The market is incredibly tight, and candidate driven. It can be hard for us to change our standards on hiring when we have done things the same way for decades, but to stay competitive and ensure we are not missing out on highly qualified candidates, there are a few areas we need to brush up on.

1. Video Conferencing, Interview Process, and Tech

With a market as tight as it has been over the last few years, 3.7% unemployment and 250,000 more jobs created, hiring professionals can’t afford to take our time anymore. Currently, half of the US workforce holds a job that is compatible for at least part time remote work[1]. According to a recent study conducted by Bluejeans, 94% of businesses that utilize video conferencing say it increases productivity. This is increasing exponentially as technology and video conferencing tools improve.

More recently, video interviews have seen a significant increase in both usage and value. By implementing video into your interview process, you lose out on very little (aside from a handshake perhaps) and still get to see the face to face, non-verbal’s that can sometimes be critical. [2]

2. Indeed, LinkedIn, ZipRecruiter, etc.

While you may have one of the best of the best in your talent acquisition department, it may be time to make sure you check out your internal tech to ensure that your team is prepared with the best. This could include a LinkedIn Recruiter seat or perhaps sponsored posting on Indeed. In 2016, Indeed delivered 65% of all hires made in the US. Similarly, in 2016 Indeed delivered about 72% of all interviews conducted. [3] When thinking about how to equip your team for success in hiring, these factors must be considered. According to LinkedIn, 75% of their recruiters said they felt more successful when equipping themselves with Premium packages of LinkedIn. [4] These tools also possess a sort of “back door”, candidates who may be passively looking or awaiting the “right” opportunity that might not be actively putting themselves out there on Indeed or ZipRecruiter.

By equipping your team, you have access to 87% of active and passive candidates who may be open to hearing from recruiters! Currently, 70% of the global workforce is made up of passive job searchers. According to LinkedIn, 60% of top recruiters are more engaged on LinkedIn, leading them to find better candidates and maintain stronger relationships, thus leading to higher retention in the long run. [5]

3. Embracing Change

Whether you are fresh on the market for the first time in decades or you are looking to add to your staff for the first time in a while, it may be just the right time to implement some of these tools. This could be the competitive edge that differentiates your team from someone else. The number one reason for people changing jobs is opportunity. How can you and your team reevaluate your hiring tactics and make sure you are not missing out on some of the top talent in the market!

It may not be necessary to spend thousands of dollars all at once and completely re-energize your entire hiring process, but by slowly trying new tools, you will find the results to pay off in the long run.

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1 https://www.bluejeans.com/blog/10-must-know-video-conferencing-statistics

2 https://www.pgi.com/resources/articles/interview-on-virtual-interviewing-video-conferencing-hr

3 http://blog.indeed.com/2017/05/31/indeed-delivers-65-percent-online-hires

4 https://business.linkedin.com/talent-solutions/cx/17/08/recruiter-demo-fs2-k18?src=go-pa&trk=google_job-mktg_s_cid_756328244

5 https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf