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Published October 05th, 2016 by

Trends in Recruiting Management Systems Every Business Should Know

Trends in Recruiting Management Systems Every Business Should Know

Recruiting management is one of the most challenging aspects of leveraging a business in the competitive market today. Recruiting campaigns serve as a marketing strategy because it usually involves brand image building to attract high quality hires.

Modern recruiting is embracing new technologies as part of the exploration for more innovative solutions to talent acquisition. The value of the hires is directly correlated to the leverage of an organization as a whole, therefore it is important that businesses will put emphasis on its recruiting campaigns.

Nowadays, it is essential that recruiting campaigns utilize important innovations, like mobile, social media and professional networking sites. Modern recruitment, like what online networking sites are promoting, is slowly being dominated with community-based activities. Both companies and job seekers are looking at each other’s web presence and profiles, as a way of evaluation and assessment. That is why the internet is becoming increasingly important for the recruiting process to be effective and efficient.

Glass door released its statistical reference for HR and recruitment for 2016, and mentioned how recruitment landscape reached 360° turnaround. It was revealed that 90% of recruiters are concluding that the market is now candidate-driven; gone are those days when you post a “Hiring” sign on your door and in no time, applicants will line up. Today is the time that recruiters are doing a carnival of strategies to encourage not just a volume of applicants, but are high quality and with matching skill sets to the position concerned.

Current State of Hiring in the Modern Age

For 2016, hiring trends include the concept that an organization is only good as its hires, therefore, a business must put emphasis on the tools and techniques to deploy the best candidate, drive them and fill in the job position,as well.

When it comes to recruitment process itself, businesses see the growing importance of aligning the channels that professionals use to capture the best candidates well. To note, there are these so called “passive applicants”, who doesn’t actively look for a job, but is open to new opportunities, given the chance. Businesses are trying to engage these equally qualified passive applicants to broaden their choices. Business News Daily consolidated the thoughts and opinions of various hiring managers and human resource experts regarding the new trends in recruitment to steer this year:

  1. All are going digital

An online recruiting software have formerly served as supplements to resumès, but today, the recruitment world is slowly becoming all-digital.

We see that a recruiting management software streamlines all processes included in recruiting digital application forms, resumè database, preliminary interviews, etc. Even a centralized communication system can be integrated, in order for data and information that are recruitment-related will flow within the system, to easily access or utilized. Collaboration is also supported and even interviews can be engaged online using video calls. Business intelligence and analytics have also been incorporated to have better insights about the qualifications and skills matching the candidates, as well for future hiring campaigns.

  1. Applicants are expecting more from businesses

Especially in the aspect of convenience, applicants realize the value of their own time and comfort. With so many job opportunities available, and with many career portals that are easily within reach, applicants will not waste time waiting for a company to return the decision if it takes too long for them to do so. With this kind of rising culture in the HR world, talent acquisition becomes sort of a “market” itself. Employers are putting emphasis on the value of maximizing the hiring experience to get the best quality hires who are motivated, even before the actual work is rendered.

One way to address this need for improved efficiency with the recruitment system is to use recruiting management tools allowing applicants to do self-service activities for their job applications. Since most businesses are utilizing the internet, an applicant can start the application at any time convenient for him, using the tool he prefers, like a desktop or even a mobile phone.

Another way to engage hires is to use an integrated career platforms with your online recruiting tools, like career sites leting an applicant to include all his credentials and skills without the hassle of showing physical proofs. For example, one can attach his comprehensive resumè to the online form and also includes digital copies of training’s or certifications, as well. Come interview date, the HR manager might not require the applicant to submit copies of it. When an applicant is requested for an interview, the possibility for getting the position is higher, since the HR was able to know more details about him beforehand.

  1. Establishing a brand as the “selling point” in getting high quality recruits

Applicants, nowadays, are researching for potential employers as much as employers research for their backgrounds, as well. The internet become the go to place for assessment; therefore, businesses should optimize their websites to engage the best talents around, which is done by establishing a website containing the company’s mission, vision and values. It should also reflect the company’s overall brand image exhibiting the way a business is run. This way, an applicant will gauge if his principles, work ethics and qualifications will collaborate with the company.

  1. The passive candidates

As already mentioned, but is equally important to note further the importance of reaching out passive candidates. Engaging to a highly qualified candidate is one of the challenges that modern human resource managements are facing. Especially that next generation applicants grew up in a different mindset from the older ones, a business must know how to properly reach out to each set sof preferences.

Seeking the engagement of passive candidates is a way of exploring new dimensions in recruitment. Today, it is important that a recruiter is proactive to applicants and candidates, which may yield better results, than if left unexplored. One can start by looking at social media sites and other associated places that a candidate has web presence. Candidates,who feel they are important and worth to be sought for, will improve their morale and drive them to prove it, as well, when hired.

  1. Data analytics in recruitment will soon become a norm

With the various channels to scour through for potential candidates, as well as the applicants are using, the HR management is actually spending more time in sifting the sea of data and information, which takes chunk of time from the actual hiring process.

To address this concern, a recruiting management software helps to apply data analytics to derive or extract more valuable information about the candidates more efficiently than doing it manually. Data analytics-driven business tools are becoming the next trend, alongside social and mobile recruitment.

Cloud-based recruiting tools are also gaining popularity, especially for businesses that has limited resources, but still acknowledges the importance of technology in improving the efficiency of the hiring process. One can experience a wider insight about the candidates they hire through more effective evaluation and assessment tools, therefore, would enable the company to distinguish the characteristics of a quality hire from not.

But of course, no amount of technology can ever replace a human instinct. When it comes to personality assessment, it is best to make these recruiting tools as complements to the skills of the HR manager himself or herself, and not as a replacement. The biggest advantage comes when you fully maximize the tools to drive the necessary leads, and to gain a faster ROI for your investments.

Conclusion

Recruiting trends are geared towards competition with getting the best talents. Experts are seeing that more businesses will be utilizing the social media and mobile technology to broaden their search options, and get better hires. Companies are ready to explore new strategies for talent acquisition, and becoming more inventive with different techniques that are both creative and innovational, at the same time.

Businesses are also using the top recruiting tools to complement these strategies and techniques for modern recruitment. These technology-based tools are capable of lifting the HR managers from time consuming tasks to give more focus in establishing relationships between employees and the management, as well as with the applicants of the company.

To know more how recruiting tools are benefitting real companies, see CrowdReviews.com’s reviews of recruiting tools.

Keith Moore

Keith Moore has worked with several leading Android development agencies to build customized mobile apps enabling businesses to extend the use of their services to smart phones and mobile devices.

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