Recruiting the best talent is an art form and if you feel like you’re hitting a brick wall, it might be time to shake up your tactics.
Let us share with you some of the changes you can expect in the recruitment space.
If you think you see a lot of candidates, Unilever’s large team typically recruits more than 30,000 people a year.
Last year Unilever aimed to streamline their work effort and optimise their recruitment scheme by implementing AI into their process. The AI bot analyses candidates’ aptitude in relation to the role they applied for through a series of online tests.
As well as cutting the recruitment process down from 4 months to 4 weeks, the AI bot actually hired its ‘most diverse class to date’. There was a ‘significant’ increase in hires of non-white applicants and an increase in universities represented, to 2,600 from 840.
For those without the large budgets of multinationals or hundreds of thousands of applicants, there are a few more options that might be better suited.
- Outsourcing job roles
Outsourcing in 2019 is much more than IT services; it is now possible that every single role in your company could be outsourced.
Outsourced support reduces the need for both a long, outdrawn recruitment process and managing staff turnover issues. Outsourced ‘staff’ are much more manageable and loyal than your full-time in-house staff as you are their clients. The relationship is different and easier for both parties to establish what goals and milestones they need from each other. Managing an outsourced team also takes away the need for personal development sessions with staff, as it is based much more on effective delegation and completing projects.
Find out more about how our expert team can outsourcing can work in your business.
- Talent picks you
In the candidate driven market of today, recruiters need to showcase their company to applicants to ensure they are attracting the top talent. By optimising your platforms and celebrating the culture at your company throughout, you can be sure to catch the attention of job seekers. According to Glassdoor, 57% of people say perks and benefits are amongst their top considerations before joining a company. By providing and showcasing some of the perks your company offers, you will be able to compete competitively for the top talent.
Here are just a few of the top job-perks employees are looking for:
- Flexible working
- Remote working
- Day off on their birthday
- Free breakfast
- Gym memberships
- Staff away days
- Passive candidate optimisation
What many companies miss out on is the opportunity to attract candidates that are not looking to leave their current role. These passive candidates need to see something that will inspire them and means that they will begin to then question and leave a role they are comfortable in. The secret to this is to get your job in front of the right people.
The first step is to utilise your social media channels. Here you have a captive audience who are already invested in your brand. A great tip is to post your job on these channels into users’ timelines as the ‘job of the month’ or ‘exciting opportunity’ to reach as many eyes as possible. Additionally, encourage users to tag their friends who might be interested in this position to increase trust with your brand.
Another way to use utilise your platforms is to sell ‘working at your company’ through content marketing. Celebrating your current employees and sharing social events, milestones and new recruits will allow candidates to imagine themselves within your company.
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