9 Top Hiring Trends you should follow in 2020.
2020 is set to be a year of uncertainty with Brexit still ongoing and an upcoming election around the corner.
The South West still boasts the highest employment rate estimate in the UK. So combine this with continued Talent Shortages, it’s easy to suggest that there will be plenty of challenges to recruit top talent for the year ahead.
Forewarned is forearmed, so with King Recruit’s positive spin on it, here are the top 9 hiring trend suggestions to adopt in 2020!
1. Employer Branding
It’s becoming more frequent that you don’t just choose talent, talent also chooses you.
We can’t stress this enough and every year this tops our recruitment must do’s for businesses. Employer branding is the term commonly used to describe a company’s reputation and popularity as an employer. Research by LinkedIn has proven that more than 75% of job seekers research a company’s reputation and employer brand before applying. Companies with a bad reputation not only struggle to attract candidates, but they also struggle to retain employees.
Your employer brand should be synonymous with all of your marketing activity and building a strategy around it will ensure that prospective candidates already know and trust your brand without having to ‘sell the benefits’ of working with you.
2. Hire faster
Finding top talent is one thing but securing them into your role in a candidate-driven market is a whole different ball game.
If you can manage to find your top candidate, but you’re finding that you are losing them during the recruitment process, then it’s an indication that the hiring process is far too long and worst of all, one of your competitors has snapped them up!
Remember the best candidates won’t be around for long, so don’t um and ahh on the decision making.
3. Utilise your current employees past and present.
Internal Employee referral programmes and incentives are a very productive way of hiring, research has proven that referred employees take the shortest time throughout the hiring process and are happier to take a lower salary. Another perk of an employee referral is that this will boost morale and employee engagement, they will want to attract candidates to the business portraying a positive message.
When someone talented leaves, ensure you have a process in place to keep in touch for up to a year after they have left. Is there a new position that may be of interest to them, are they still happy in their current position, or do they know of anyone who would be good for your business?
4. Hire for the culture you want, not the culture you already have.
If you hire candidates who will fit perfectly into your current culture you’re not developing or shaping culture towards the future. For example, if you want the culture of the business to feel more inclusive and encourage employees to play a part in the decision making then it’s not business savvy to hire yes men or candidates who have no desire to speak up with their suggestions.
5. Candidate experience
“The candidate experience” of your recruitment process is key to the initial perception of your business. If the candidate experiences disorganisation, a lack of communication or has a negative experience it will make them question what the company will be like to work for.
Candidate experience is based on candidates’ feelings and attitudes they experience during the whole recruiting process, from sourcing and screening to interviewing, hiring and finally onboarding.
Candidates who had a positive candidate experience will more likely to accept your job offer over another, reapply in the future if they were unsuccessful and recommend your business to others.
Staying on top of candidate and employee comments online will offer you a wealth of information about your candidates and employees experience.
6. Social Recruiting
We are moving on from the days when Companies should rely solely on job boards. Social recruiting goes beyond posting a job on sites like Indeed and on your company website.
Using social media to market your roles means using some creativity, a catchy picture or a trending hashtag will increase the volume of traffic to your ad and subsequently your company.
Use social media to proactively search for potential job applicants, by contacting them through these channels they are more likely to respond when a notification pings to their phone.
7. Passive Candidate Sourcing
A passive candidate is best described as employed but not currently looking for a new opportunity. They account for a whopping 75% of the talent pool!
Passive candidates have a certain allure to them. The thinking is that this person is presumably happy in their current job, and likely the kind of high-performer an employer would do their best to keep.
A Recruitment Partner is the best way to source passive candidates. Whilst your Business pool of contacts is limited a Recruiter spends their days actively sourcing candidates and making introductions. Utilising a Recruitment Partner will ensure that you are tapped into the passive candidate market.
8. Get your facts about the job right
Start with the job description, when it comes to writing the best advert less is definitely more. Note down the key responsibilities for the position, the requirements and most importantly the benefits of working for your business. Be transparent with salary and the hours, particularly if they are expected to travel or are commission-based.
Before you advertise and search for talent carry out salary benchmarking to know exactly what’s fair, so when you find the best candidate you know you can afford them!
9. Hire Internally
So many times companies overlook their current staff in favour of hiring externally. If there is someone within your business who shows a keen interest in the role don’t underestimate the power of passion over experience. The internal hire has 2 key advantages over an external candidate. Firstly, they know and fit into your company culture and secondly, they know the business, but their background in another area of the business means they are entering the role with new eyes having a fresh approach to the challenges the role will bring and solutions to overcome this.
If you need any assistance with recruitment or hiring strategies in 2020 get in contact with King Recruit today. Contact one of our talented team on 01392 790725 or email email@example.com