Top Recruiting Trends in 2019 and Effects on Recruiter’s strategy

Top Recruiting Trends in 2019 and Effects on Recruiter’s strategy

April 26, 2019 - 10 minute read -
recruiting-trends



2018’s booming economy and record low unemployment asked recruiting leaders to take a step back and look at the big picture of the recruiting landscape in 2019. An ubiquitous thirst for talent across the U.S requires recruiters to work harder to not only recruit but also retain employees in times of low unemployment. This means recruiting leaders must understand the underlying subtext in the current recruiting trends to not just become a follower but to be a trend leader.

To help you become a trend leader, in this article, we will take a deep look at the most recent recruiting trends and statistics and make predictions about their effects on recruiting programs. The findings will guide you to better understand what job seekers are looking for as you go about recruiting, pay closer attention to the experience you create for them, go beyond standard channels in order to reap the benefits of a diverse workforce, and choose your hiring channels and recruiting software wisely.


Growing Importance of Diversity Hiring

It’s a telling statistics that more than 60% of job seekers identify diversity as an important factor upon evaluating companies and job offers. Moreover, companies with the most ethnically and culturally diverse boards worldwide are 43% more likely to experience higher profits.

It settles, diversity hiring is a significant must in 2019 top recruiting trends.



Deeper scrutiny at this recruiting trend also comes with a surprising and prompting revelation: In spite of the fact that diversity recruiting is no longer a mere appendage to companies recruiting initiatives, the transition is ponderous. A Glassdoor report informed that women only hold about 10% of the top executive positions at U.S. companies, with women making up just 5% of chief executives of S&P 1500 companies. In the same report, 37% of workers surveyed who left jobs in tech said they left those jobs because of mistreatment or unfairness and in the same vein of the survey. Furthermore, Black and Latino’s men were the most likely to quit because of unfairness.

In addition, until 2018, only 4% of Fortune 500 companies have female CEOs. Even atFacebook, who has been known as an inclusivity-favored leader, the figure of the overall representation of black employees is only 3%.

So, how exactly are the aforementioned numbers both alarming and motivating at the same time?

  1. It is alarming because the urgency to rethink recruiting strategy and revamp diversity initiative must be addressed without hesitation and with proper and innovative approaches.
  2. It is motivating because the crowding attention yet slow-moving transition of companies toward diversity hiring means that the opportunities are becoming inclusive and diversity leaders are being fairly shared to every player!

Therefore, to get a headstart and become a recruiting trend leader, you just need to be faster!

To be faster, you need the right recruitment software.


What Recruiters Need to Have: Job Board Integration & Interview Management

Job Board Integration

A recruitment software with Job Board Integration allows your job postings to be seen by a more diverse pool of potential candidates. In addition to big names such as Indeed and CareerBuilder, seek for niche job posting sites, such as DiversityJobs.com and EmployDIVERSITY, that can integrate with smaller and niche job boards, to expand the diversity of your candidate set.

Interview Management

Different talent pools require different, customized screening questions and interview strategies. Don’t let talented candidates slip through your fingers with prolonged, cumbersome, and paper-flood interview processes. It is advisable that recruiters look for recruitment software that house automated interview scheduling with features such as automated follow-up email, smart tracking and evaluating system to streamline your recruiting process.


Growing Importance of A Mobile-First Recruitment Process

Why it’s trending

According to a recent study from Glassdoor:

45% of job seekers told that they use mobile to search for jobs at least once a day.

89% of job seekers use mobile platforms for job search.

In 2018, 16% of applications were submitted via mobile.

As these figures are expected to get bigger in 2019, innovative recruiters have acknowledged that there are more to a mobile-first recruiting program than a mere nice-to-have addition in recruiting trends. The rise of workplace flexibility and growing need for talented candidates demand recruiting to be quicker and easier. This is why adopting a recruitment software that is accessible to every member of your HR team can be game-changing!



How do we define accessibility?

For starters, take a look at your current recruitment platform, if it is not designed for all mobile devices and tablets, you should consider seeking for another recruitment software or make major updates to what you currently have. For example, three out of four job seekers will abandon an employer’s mobile application process entirely if the mobile website doesn’t load fast enough.

It’s also important to make sure the recruiting app is not limited or a sole nice-to-have addition to your recruitment process. Your recruiting mobile app should cover all necessary functions such as view current jobs, candidate resumes, review applications, submit job requisitions, communicate with candidates, export & import recruiting data and schedule interviews.

Unfortunately, many solution providers make it overly complicated as they stuff into the recruiting app too many features and toss the consideration for recruiters and candidates aside. This arises the problem of HR team and candidates finding the existing recruiting app hard to use with a mind-boggling interface, making it hard for both sides to reach each other.

Thus, the key takeaway: Thorough internal discussion and consideration are necessary when you are going mobile with your recruiting program! Don’t go all out without careful planning, do thorough researches and think realistically about your recruiting needs, weigh up different features and how your users will benefit from your mobile-first software.


What Recruiters Need to Have: Recruiting Mobile App

Look for recruitment software that has an app designed for all mobile devices. Make sure the recruiting app provides an intuitive interface, instant, and easy data access so you won’t have to spend too much time on internal product training for your HR team.

Another must-have feature is real-time candidate evaluation to streamline your process and find top talents faster. Instant Candidate Resume Capture can be a plus as you can effortlessly eliminate manual data entry.


Growing Importance of Employee Referral

Why it’s trending

As of now, signs of change in 2019 are hardly spotted in the US labor market. The unemployment rate for college grads in the U.S. has been stomping around 3% figure for months while the, meaning that there simply aren’t that many workers on the market.

These trying times demand recruiters to wisely assess and adopt different potentially disruptive recruiting trends. Employee referrals is one of them. According to a Career Builder survey, 82% of employers rated employee referrals above all other sources for generating the best return on investment (ROI).

If you haven’t focused on increasing referral hires before, now is the time to take actions addressing this not-so-new yet an underrated recruiting trend.



What Recruiters Need to Have: Employee Referral Portal

An employee referral portal can allow current workers or your HR team members to connect their social media accounts and broadcast job openings to friends, family, and acquaintances at ease. When employees are referring their friends and family, they’re referring people that carry the qualities needed to be successful within the organization. This is no longer theoretical speculation as the results are effective: While the software company Careerify found that referred employees are 23 percent less likely to quit than other hires, HR Technologist reported that referred candidates are 55% faster to hire compared with employees sourced through career sites, not to mention the figure reported by Recruiters.com that a referral program can save companies up to $3000 or more per hire!

If an employee referral applies, many ATSs can track their progress in the hiring funnel and notify the referring worker as changes occur. Some systems can go even further and track how many referrals individual employees bring into the company to calculate referral bonuses and rewards.


Growing Importance of Employer Branding

Why it’s trending

If the financial chains were to be lifted off the recruiters’ shoulders, what would recruiting leaders spend more on?

  1. New technology
  2. Hiring staff
  3. Blasting, eye-striking job advertisements

The answer: none of the above!

Did you know?

  • 53% recruiters when asked told LinkedIn they would instead invest money into employer branding.
  • 61% of Glassdoor users seek company reviews and ratings before making a decision to apply for a job.
  • 69% of job seekers are likely to apply to a job if the employer actively manages its brand (e.g., responds to reviews, updates profiles, shares info on culture and work environment).
  • 50% of candidates say they wouldn't work for a company with a bad reputation - even for a pay increase. (Betterteam Blog 2017).

These statistics are not startling if you have been closely watching the recruiting trend in employer branding. However, as the war for talent is being waged more intensely than ever, recruiters are adopting diverse approaches to stand out from the pack:

  • Building a strong and inspiring employee value proposition
  • Blogging about company initiatives and awards
  • Increasing social media presence with recruiting-focused content
  • Managing and advocate company’s reputations on employer review sites
  • Developing strong campus recruiting programs to catch talents right from universities



What Recruiters Need to Have: Data-driven Employer Branding Program

A standard employer branding includes 05 main steps:

  • Step 1: Define Employer Branding Goals
  • Step 2: Identify Candidate Personal
  • Step 3: Create a Compelling Employee Value Proposition
  • Step 4: Define Interaction Channels
  • Step 5: Measure Program Success

Now, these 5 steps are neither new nor groundbreaking. But one thing that you should note is that when 78% of job candidates say the overall candidate experience they get is an indicator of how a company values its people, the key distinction that can set one employer branding program from the rest is going data-driven as a data-driven streamlined recruiting platform not only provides recruiters with recruiting insights to better understand candidates but also eliminates old-fashioned back-and-forth communication and brings about quick, easy hiring process, thus creating an engaging recruiting experience for candidates. All in all, What can better say “We are a company that will make you want to come to work on Monday” than creating meaningful recruiting interactions right from the beginning!

A data-driven employer branding program also calls for Job posting Integration and Social Media Integration, which allow recruiters to personalize messages that match candidate persona and automate talent sourcing from online channels. Another important consideration that needs to be made when pivoting a successful employer branding program is how to measure its success. A Recruiting Dashboard can come in handy for tracking your program ROI with comprehensive data visualization or unifying your team with common branding goals and tactics in a collaborative space.


Conclusion

The field of human resources is always about disruptions. The continuous change manifested in the emergence of new recruiting trends every now and then is inevitable because of an evolving, younger and more globalized workforce. That’s why it is pivotal for recruiters to keep an eye on the latest recruiting trends that will potentially affect the recruiting industry in 2019.

If you want to stay on top of new recruiting trends and take your recruiting strategy to a whole new level in 2019, Rakuna can help!.

Rakuna is the campus recruiting platform that helps employers and recruiters redefine how top employers recruit young people. The Product Suite includes Rakuna Recruit - the simplest mobile app for career fairs and recruiting events, Rakuna Recruit Dashboard - the candidate relationship management dashboard for campus recruiting, Event Management - the event management platform that streamlines recruiting team collaboration and event management. Recently, the company launched a limited Pilot Program for its newest addition to the product suite, Interview Scheduling Software. We are how companies hire millennials.

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