From the public education system to the healthcare industry, the pandemic disrupted workplace norms and forced many industries to adjust accordingly. Job recruiters or “talent acquisition professionals” were no exception.

As our society prepares for a post-pandemic world, recruiters are facing an unprecedented labor market with record job openings for highly coveted candidates in diverse industries.

According to Society for Human Resource Management (SHRM), the talent acquisition software company, Jobvite, surveyed more than 800 US-based recruiters in its annual Recruiter Nation survey. The results show agility is key for effective and optimal recruitment.

“Things have been changing so quickly, and we’re finding that recruiters are becoming more adaptable to labor market trends,” said Kerry Gilliam, vice president of marketing at Jobvite. “They are having to hire more than before amid a shortage of talent.”

Let’s review what talent acquisition teams can anticipate in today’s ever-changing recruitment landscape.

Applicants with Greater Expectations

In the current candidate-driven market, recruiters must cast wide nets and conduct robust searches to attract the right applicant. With multiple employers desperately seeking skilled employees, candidates now have more options. In addition to the traditional health care coverage and 401(k) benefits, job seekers are leveraging their skills and experience to demand more from employers, including:

  • Higher salaries;
  • A flexible work schedule;
  • Opportunity to work remotely or hybrid; and
  • Family planning, child care, and parental leave.

“Flexibility and child care support are becoming an expectation from employers,” Gilliam said.

A greater number of applicants are attracted to companies that respect and value their personal safety and professional contributions.

Contacting Passive Candidates

Successful recruitment strategies also involve building relationships with passive job seekers. These individuals are employed and not actively searching for a new job.

Often, passive candidates with specialized skills can fill difficult niches and add tremendous value to an organization. They significantly expand the talent pool and should not be overlooked.

Investment in Advanced Technology

Recruiters are no longer limited to attending trade shows, exhibits, and conventions in order to meet qualified candidates. Talent acquisition professionals can benefit from radical technological progress.

Anil Dharni is the CEO and co-founder of Sense, an automated communication and engagement platform based in San Francisco. He says recruiters are utilizing automation technology, and artificial intelligence (AI) software, including chatbots, to streamline and expedite the recruitment process.

AI software also helps eliminate biases throughout the hiring process and can establish a more diverse and inclusive environment for applicants. 

According to Jobvite, 51% of surveyed recruiters said their organization takes advantage of chatbots to help identify and schedule desirable candidates (SHRM).

“With chatbots, recruiters can better qualify candidates prior to any human interaction,” Dharni said. “This is the wave of the future and speaks to the consumerization of how people seek jobs. Candidates want an Amazon-type experience from companies when seeking employment. They want their information to be current and accurate, they want their preferences remembered and to be connected to positions they see as a good fit.”

A recruitment budget increase will enable talent acquisition professionals to utilize emerging technologies and expand job advertisements to a broader market, including career sites.

Another priority for recruiters is to invest in automation technology to expedite services, and increase efficiencies. Recruitment automation software automatically screens applicants, giving recruiters access to only those who meet the criteria.

Talent acquisition teams will also have more time to cultivate trusted relationships with job seekers and fill open positions. Below are additional advantages of implementing automation software:

  • Improves productivity and quality;
  • Expands reach of open positions;
  • Streamlines data collection and limits errors; and
  • Eliminates manually filtering applications.

In addition, recruitment management software stores candidates’ applications and automatically inserts desired candidates into open interview slots. This allows recruiters to maximize their time and fill up slots with applicants expeditiously.

Social Media Connection

Social media platforms like Facebook, LinkedIn, and Instagram continue to play a pivotal role for recruiters. LinkedIn is the preferred hub for acquisition teams to vet and find potential employees. It provides a diverse field of professionals seeking strategic partnerships in one setting.

According to career advice professionals, Professional Resume Writers, more recruiters are leveraging LinkedIn to acquire talent. “A whopping 93% of recruiters use LinkedIn to find candidates, making it a wonderful place to find leads and locate potential opportunities.”

Remote Recruitment

With the onset of the pandemic, working remotely has gained traction across the US. Recruiters should expect to continue screening candidates remotely and conducting some interviews by video even as COVID-19 cases continue to decline. With video conferencing, recruiters can still evaluate a candidate’s skills and readiness. Let’s review a few more benefits for remote job recruitment:

  • Eliminates geographical limitations, expands talent pool, and increases diversity;
  • Provides a layer of safety for localities that must adhere to physical distancing rules;
  • Reduces cost, saves time, and improves efficiency.

Employer’s Brand Enhancement

A positive and reputable employer brand or value proposition plays a significant role for recruiters. A strong branding strategy is vital to securing ideal candidates.

The company’s CEO, human resources, and business development representatives should collaborate to ensure the organization’s culture and employer brand are effectively defined. Subsequently, talent acquisition professionals can amplify recruiting messages.

Some employers are enhancing brand content by publishing workspace photos and random team moments on their respective websites and social media pages.

Recruitment Marketing Expansion

Talent acquisition teams can continue to utilize traditional marketing tactics to attract top talent, including promoting a company’s positive work environment, its efficient hiring process, and diversity. However, in Recruitment trends you should prepare for in 2022, Simon Thurston advises recruiters to expand their marketing efforts.

“In 2022, the mindset surrounding recruitment marketing needs to alter to favor dataanalysis, experimentation, and success measurement. If we can master this, recruitment marketing will become a much more exciting element of recruitment.”

Talent acquisition professionals are navigating unchartered waters. But with comprehensive and multi-channel strategies, recruiters can execute a seamless recruitment experience for all parties involved. Everyone wants to be a part of a positive and thriving work environment.

This blog was Authored by Aubrey at Content Campfire for HRTech247