In the first part of our article on future trends in talent acquisition, we introduced five challenges agreed on by the participants at the recent annual conference of the recruiting community website ERE.net in Chicago. We learned that communication with passive candidates via social networks play an important role. That is why recruiters will need closer cooperation with sales and marketing. The specialized role of "talent sourcers" as experts on searching for talent emerged. Today we will introduce the remaining five trends that seem to be relevant in our country as well.
6. Involving managers in online events
Recruiters should get managers to participate in virtual events aiming to reach passive candidates. This type of event could be a webinar or a video call through services such as Google Hangouts. The aim of these events is to introduce your company as a great place to work.
7. Data collection and analysis in the search for talent
In addition to the traditional internal data commonly measured by recruiters, a variety of external data and tools are available today. These include e.g., maps of supply and demand in particular markets and specialized groups of workers in specific regions. This data will help you better align recruitment with your company's business goals.
8. Specialized recruitment teams
Recruitment teams are increasingly being divided into smaller groups of experts in various areas, such as the recruitment of technical specialists, graduates and high-level managers. Large companies especially use this process to become independent from third parties in recruitment. There is a strong trend towards closer cooperation with schools in companies with older workers.
9. Social networks not only for publication of job offers
The use of social networks for recruitment is quickly becoming a common practice. Recruiters, however, must learn to work smarter with content to help them get the attention of talents. Using social networks only to share job offers is no longer enough. Tools such as QueSocial or TalentREEF are the most commonly used for these purposes in the US.
10. Market knowledge and changing managers' behavior
A direct consequence of the collection of external data as mentioned above is the increasing market intelligence of recruiters. The knowledge gained via salary surveys or company reviews on the internet help better target your talent efforts and offer key talent groups what they expect from the employer. This is also a strong argument for managers to get more involved in recruitment.
Which of these trends is relevant to you? How do you use social networks in recruitment?
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