In the first part of this article, we introduced the trends that have quickly penetrated recruitment from the field of artificial intelligence and virtual reality. John Sullivan, a respected consultant in the field of HR from Silicon Valley and current professor of management at San Francisco State University, pointed out this fact in an article on his blog.
Now we will summarize another group of trends Sullivan thinks every recruiter who wants to keep up with the times cannot ignore. The following trends represent techniques that have already been successfully implemented in other fields of business. It is becoming clear that they are also crucial for recruiting today.
Decisions based on data
Recruitment used to be more of an art than a science, but times have changed. Recruiters must be able to use metrics and, especially, they should know what to measure. One of the most important metrics is "quality of hire". You can read more about it in this article.
Prediction of future development
Most recruitment metrics remain focused on the past. The current trend is, however, quite the opposite. For example, Google commonly uses analytical tools to predict the career paths of newly recruited employees, including the likelihood that they will leave the company.
Employer branding in TV commercials
Advertising on television is quite expensive, but it has a great reach. The number of companies promoting their employer brands in TV commercials is growing. It is very beneficial for their recruitment campaigns.
Individual approach
Marketing learned long ago that it is not possible to reach different groups of people using the same way of communicating. Therefore, marketers focus on segmenting their target audience and create customized communication not only for groups, but also for individuals. It works exactly the same way in recruitment, many recruiters only ignore it.
Heat maps
This technique is not used only in meteorology. It is also used in marketing and IT to show opportunities and challenges graphically. It is relatively easily to generate heat maps based on data stored in Excel. Recruitment is starting to use heat maps to reveal the best sources of potential employees.
Priority positions
Every business follows certain priorities. Prioritization in recruitment focuses mainly on identifying positions having the greatest impact and generating the highest revenues. Those are then the positions the most resources and also the best recruiters are allocated to.
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