Top 9 Recruitment Trends for 2019

Recruitment for 2019 requires a different strategy.

If you are still trying to recruit top talent the way you used to 10 years ago, you likely are struggling.  Today’s unemployment rate makes it a candidate’s market.  Where in the past candidates were competing for the best jobs, today companies are competing to attract the best talent.

This article is designed to give you some quick, easy insights as you are planning your recruitment strategies this year.

Recruitment Marketing    Surprised that marketing will come into play this year?  It’s longer how the candidate markets themselves to you the employer, it’s how well are you marketing your company and opportunity to the job seeker.  Why would someone want to work for your company versus your competitor.  What career path do you offer?  What incentives show your employees you care about them?

Employer Branding   Do you know what reputation your company has in your community?  Do people really want to work for you?  Be aware of things liked Glassdoor ratings, put your company name on Google and see what comes up.  Today’s candidates are pretty savvy and are not just applying for every open job that’s available.  If your reputation isn’t what it should be, address it head on.  Let the candidate know that things have changed, you are aware of issues in the past but things have improved.

Candidate Experience  If you are running ads, are you sending them to your website      to apply?  How many steps do they have to go through to actually feel like they have submitted their resume?  Do you have an auto-responder letter so everyone who applies receives some sort of correspondence from you?  If there are too many steps, candidates will “opt out” and end up not applying.  In this market you need to Screen In vs Screen Out.

Social Recruiting  Social Recruiting involves being proactive to find the best candidate.  Presenting your opportunity to people on social media and letting groups of people know you have a great opportunity may attract candidates that are not currently on the internet answering ads.

Recruitment Automation Tools  Recruitment Automation tools can speed up the process of mining through resumes.  Auto parser can no only input the resumes into your system but can help spot key words of interest.  But remember, many people don’t know how to write a strong resume and you want to be careful out to Screen Out someone that may be perfect.

Data Driven Recruiting  Data is the new superpower. Using data in recruitment will give you insights on which are the areas in hiring you should focus upon and where you can improve. Use data analytics and pay more attention to metrics such as cost to hire, time to hire, and much more.

Structured Interviews   Structured interviews are critical in recruitment to make sure you get the same information from each candidate for a fair comparison.  “Winging it” will likely only leave you unanswered questions and could lead to the wrong decision.

Employee Referrals   Employee referrals from happy employees is the best and easiest way to build your staff.  Are you offering incentives to your employees?  Are you employees happy enough to suggest a job with your company to their best friend?  The culture of your company will often impact employee referrals.

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  • David Israel was a pleasure to work with and was instrumental in helping me find an excellent career opportunity .

    David was extremely professional and took the time to really listen to where I was in my career and what I was looking for. As a result of the work he did to connect me with the right opportunity, I was able to obtain a great starting salary and great benefits as well. I would highly recommend David’s services to both job seekers and employers. Josh Axmacher David Israel was a pleasure to work with!
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    He took his time to get to know me and really ensure that I was what he was looking for. He ensured that I had information about the hiring company to ensure it was something I felt I wanted to pursue. Chris also gave me some helpful tips and tricks in his emails about the interview process, you could tell that he was doing everything on his end to help you, it all just came down to how well you executed on your end. I would certainly recommend anyone looking for opportunities to reach out to Chris, the first possibility didn’t work out that we were attempting but he came back and nailed it with the second opportunity.
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