Recruitment managers must be versatile and aware of changing trends in the industry to stay ahead.
As technology continues to replace human workers and create new jobs in the technology sector, it is bringing with it a new wave of potential in the talent pool.
For example, the rise of the work-home-model is even beginning to take precedence in government jobs where employees can now do their eight-hour shifts from their home computers. This brought in a whole new market of stay-at-home mothers who are just as qualified as the next degree-holder but have responsibilities limiting their ability to leave the home. This demonstrates the unexpected changes that can occur seemingly overnight in the recruitment industry.
Those stay-at-home mothers knew that the government provides a stable employment future and good benefits because the government has built a reputation for these things.
This is employer branding working well, where recruits can recognize the positives of working for a potential employer thanks to good branding.
Another example would be Amazon. When compared to the government’s employer branding, Amazon currently has a poor reputation, since activists have called attention to long work hours, poor working conditions, and not enough breaks. This causes some people to pause before applying for a job there.
As a recruitment manager, it should be a priority to sit down and decide on exactly the kind of brand you want to create moving forward in terms of your recruitment strategy.
What is the experience like for a person who is going through the process of recruitment at your company? How does it make them feel?
That is candidate experience, and just like our examples previously were spurred on by word of mouth, a similar effect can occur between candidates. If a potential candidate is met with a very friendly and genuine recruitment process, they are more likely to spread the word around to the people they know.
Having a reputation for a positive candidate experience can improve the quality of recruitment candidates.
As a new recruitment manager, it vital to understand inbound recruiting.
Think of it like the pipeline that connects the talent pool of brilliant minds to the company that needs them. Many of the best employees don’t even search for jobs but rather work on referrals.
Through inbound recruiting, it’s possible to reach that potential great candidate and market to them in a way that gets them interested in the brand. This is all about choosing where you want to invest the most in when it comes to designing your brand’s talent pipeline.
Some companies opt to employ recruits that focus on traveling to universities and picking new graduates by hand. Exactly what will work best for you will depend on your company’s particular approach to inbound recruiting.
Candidate Relationship Management
Similar to candidate experience, candidate relationship management also focuses on improving relationships with both current and prospective candidates.
Candidate relationship management mostly refers to the aspects of recruitment that can be somewhat automated such as digital advertising, emails, and other automated communication such as phone calls.
Candidate relationship management is largely focused on improving the existing pipeline and technology to manage relationships better with future candidates. This can be third party software, proprietary software, or an outsourced function to a separate company.
The talent pool is the collective group that companies are curating or fostering with the hopes of finding the best candidates to recruit.
The talent pool is also largely automated these days with programs intended to monitor applications, traffic, and which candidates are seeking particular fields or roles.
The talent pool is typically made up of those candidates who have applied for jobs with the company before, who were referred by other candidates, or who have some other direct or indirect connection.
With a new understanding of these five important recruitment terms, your recruitment approach can improve. Whether it is a ground-up overhaul your company needs, or just an extra nudge in the right direction, these five terms will make sure you’re up to date with the latest recruitment technology.