KPMG and REC (Recruitment & Employment Confederation) have produced their latest UK Report on Jobs. In the press release, the findings suggest that recruitment in the UK is being affected by uncertainty around Brexit. Their latest report took a look at figures from May 2019, and found further decline in permanent placements, which continues the steady decline that has been experienced so far this year.
The report also suggests that less people are choosing to actively job hunt, and less employers are choosing to recruit until the economic situation around Brexit becomes clearer. If you have been experiencing a slow recruitment process, you may be suffering from some of these effects. With that in mind, as employers we need to be doing everything we can to attract new talent, and optimise our chances of a successful hire.
We have collated four of the up-and-coming recruitment trends that could have a positive impact on your hiring success this year:
Five years ago, many people thought Search Engine Optimisation was a fad, many waited in vain for it to blow over. In 2019, it’s going nowhere. Having a properly optimised site will help people to find your company – and vacant career opportunities – much faster.
Far from disappearing into the abyss, SEO experienced a major shift last year as Google announced their move to ‘mobile-first indexing’. This essentially means companies with great mobile websites will be prioritised. Google’s previous indexing method prioritised based on the quality of a desktop site – even if the mobile version left a lot to be desired.
This indicates the shift to mobile usage as consumers, and corporate investment taking place to improve mobile user’s experience.
Research shows that 48% of people consider smartphones the most important device to connect to the internet. Comparatively, half this number (24%) said a laptop and 9% said a desktop. Now is the time to make sure your website sings in mobile.
2. Increased use of Talent Relationship Management (TRM)
TRM is used by organisations to foster internal and external talent to maintain as large a talent pool as is possible. Consider them the ‘cousin’ to the CRM system which has been used to manage customer relationships for a long time. TRM could take the form of a spreadsheet or a process.
Some of the world’s leading companies are 55% more likely than their competitors to proactively build talent pipelines regardless of current hiring needs.
Fostering internal relationships makes internal promotion much more effective.
TRM also works as a method of enhancing relationships with potential future employees, including ex-employees, candidates who just missed out on a role and industry contacts.
3. Employer branding
Employer branding is an organisation’s reputation. What are they like to work for? How do they treat their employees? What is their corporate culture like? How about their staff turnover? All of these elements are easily found online.
LinkedIn research revealed that an incredible 75% of job seekers research about a company’s brand before even applying for a role. With this in mind, what does your employer branding look like? Glassdoor, Google Review and LinkedIn are great places to start your research.
To build a positive employer brand going forward, consider asking employees for anonymous reviews or feedback. Respond to all feedback and remember to action some suggestions to demonstrate you are listening.
Always be willing to listen and improve, and use any negative feedback to grow and evolve positively.
4. Social recruiting
Similarly to the SEO boom, many employers chose (and some still choose) to refrain from social media. The defending arguments were fears over professional appearances and resourcing.
However, the number of social media users is increasing year on year. Can your organisation afford to miss out on such a large audience?
Social media sites are also getting on board with this recruitment trend, and are making it easier for you to advertise your jobs on their sites. Facebook launched a job posting function for businesses, so that you can advertise your vacancies directly on Facebook.
Conduct research: find where your candidates spend most of their time online and start your social recruiting there, whether that’s Instagram, Facebook, Twitter, LinkedIn, Pinterest, YouTube or Vimeo.
Do not be afraid of using social media for recruitment, embrace it as a powerful tool at your disposal to reach as many potential candidates as possible.
We hope this article provided some tips to boost your recruitment campaign, if we can help with recruitment or any of your on-boarding needs, please contact us on firstname.lastname@example.org or 01271 859267.