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Recruiting Trends

The pandemic has impacted many aspects of recruiting strategies, including attracting and hiring the best-qualified talents (from within or outside of an organization) in a timely and cost-effective manner, and all by assuring an engaging and fully remote experience.

Recruiting Trend One: Technology

Companies increasingly rely on artificial intelligence (AI) to enhance their recruiting strategies and optimize the process.

One trend is the use of Applicant Tracking Systems (ATS) that help to manage all of the company’s recruiting efforts, from creating an adequate job description to posting on multiple job sites and sorting through hundreds of applications. The sorting process is expedited by adding job screening questions that automatically rule out unqualified applicants and that use predictive analytics to identify the best matches for a job, based on numerous parameters.

Additionally, the company website plays an important role in the “apply or not apply” decision. Research indicates that it only takes seconds for a visitor to your website to develop a lasting impression of your company in their memory.

Make sure that your website is engaging, current, relevant, and that it includes information about your company’s history, culture, values, and goals.

Effective Sources – To locate and draw in the best applicants, it is key to promote opportunities through those channels that will most likely reach the best pool of talent. Effective methods or sources may include:

Employee Referrals – If current employees are satisfied with the company atmosphere and work with great colleagues, they are more inclined to refer their friends to join the team. Create incentives for them to do so, such as offering a referral bonus.

Passive Recruiting – Passive candidates are already employed and are not actively looking for another job. This may sound like a waste of a significant investment of time, but trying to reach the best talent can be a very rewarding process. LinkedIn is one promising avenue for this type of recruiting.

Job Posting Websites – Some offer free postings while others only offer paid postings. A post can range between $75 and several hundred dollars, so it is advisable to do your research before posting a job/position to determine which sites are most likely to provide a source of qualified applicants. As soon as an applicant or candidate matching your needs is identified, contact them right away, as the possibility that other competitors are contacting them is very high and even higher in a tight job market.

Recruiting Trend Two: Virtual Interviewing

Virtual interviews have become a very practical way to connect with candidates because of a candidate’s location or social distancing concerns. You can choose from several platforms to conduct a video interview, including ZOOM, GoToMeeting, HireVue, or Microsoft Teams. It is important to familiarize yourself with virtual interviews as they can be technically challenging sometimes.

Tips and Suggestions for a successful video interview:

· Double check your Wi-Fi connection, camera, and audio.
· Make sure to be in a quiet and clean space (nobody wants to see your laundry or dishes).
· Dress appropriately (from top to bottom!).
· Have a backup plan. Make sure to have the candidate’s email and phone number readily available in case you lose your virtual connection during the interview.
· Prepare ahead by reviewing their resumes and writing down 3 to 5 general questions that will assist in determining if an applicant has the right amount of:

1. Experience

a. How long have you been in this industry, and what motivates that interest?
b. What is it about this position that interests you?

2. Knowledge

a. Describe your educational background and experience.
b. What challenges are you looking for in this position?

3. Attitude

a. Can you describe a past situation that led you to grow as a person?
b. How would you describe the perfect work environment for you?

After launching the video meeting, introduce yourself and start with a light conversation such as:

  • “Nice to meet you,” “How is your day going?” etc. The goal is to create a comfortable and relaxed atmosphere.
  • Be conversational, actively listen, and smile. This is NOT an interrogation!
  • Engage the candidate in a cordial conversation, keeping in mind that the goal is to gain as much information as possible regarding past job experiences, present intentions, and future goals. Avoid personal topics like health, family, religion, and politics. During the conversation, it is a good idea to take notes of specific comments that, in your opinion, are important and that may be crucial for the final choice.
  • Start the interview by providing a brief description and purpose of the role.
  • Make and keep eye contact. You want to practice this as it requires looking straight in the camera instead of looking at the person in the video. Making and keeping eye contact is to help them to feel engaged in the conversation and show that you are listening and focusing on what the candidate is saying.
  • Observe the candidate’s body language and response to questions; they can give you information regarding their interest level in the position. Are they confident or insecure? Is the attitude passionate or passive?
  • At the end of the interview, always ask the interviewee if they have any questions regarding the company’s position and let them know that they will be contacted regarding the next step no matter the outcome.
  • When the interview is over, take 5 or 10 minutes to put your notes together and reflect on how the candidate would fit the role and the company’s environment.

Recruiting Closing Process

Once you choose the best fit for the position, don’t delay in making an offer. Call the candidate immediately and give the good news and why they have been chosen (positive future impact, long-term opportunities). The goal is to raise the “excitement bar.” Also, mention that a follow-up email with the offer will be sent the same day and discuss the next steps of the hiring process.

Always require the offer letter to be signed and returned by the date specified (3 business days is a reasonable amount of time). During this period, keep in touch with the prospect. Competition never sleeps, and the risk that they might accept another offer is still high. Be prepared to negotiate. Today’s top talent is not afraid to ask for more; they know what they want, what they can get, and — most important — they have access to information like wage and benefit offerings in the market.

Following these simple and powerful steps will help to:

  • Improve your position in the competitive recruitment field.
  • Give visibility to the company; and
  • Increase employee engagement and retention.

Notice to applicants – The decision to not communicate the following steps to an applicant, regardless of the news, throughout the application and interview process can profoundly impact the company’s reputation and credibility. Let applicants know where they stand in the process. It shows that candidate that you respect their time.

Last month’s HR Bulletin addressed the concept of “Top 8 Pros and Cons of Counteroffers“. In alignment with this growing trend of worker resignations, increasing numbers of employers are finding themselves contemplating whether to make counteroffers to the employees who are resigning in what they see as an earnest effort to keep their workforces intact. Our last month’s HR Bulletin will walk you through eight pros and cons to consider related to counteroffers.

If you or your team have any questions about any of the information presented here, please get in touch with HR Service Inc. at (801) 685-8400. We’d be happy to help!

Prepared by Sara Jacobs,
Human Resources Business Partner

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