August 16, 2023
If the severe shortage of talent wasn’t already enough, the pandemic and the “Great Resignation’ further made life even harder for recruiters. Around four million people quit their jobs in December 2021 alone. The recruitment trends and the market have changed dramatically over the last decade, and so has the work environment. When it comes to meeting candidate expectations, it is proving to be a constant struggle for employers today.
Amidst the intense competition among organizations for top talent, posting jobs online and waiting for candidates to apply is no more a reliable way of recruiting. Hiring teams now need to be proactive with candidate sourcing, engagement, employer branding, recruitment marketing and whatnot. Building robust talent pipelines is the key to sustainable business growth.
In addition to the competitive landscape, the increasing skill gap is also a major factor shaping the recruitment industry today. These challenges have led to the advent of new recruitment trends which are more effective than any other traditional recruitment practices. It’s vital to incorporate these latest trends in your recruitment today as you compete with a huge pool of other employers looking to acquire top talent.
In this blog, we will dive deep into the top recruitment trends today and discuss their significance in today’s landscape. Following these trends would not only help you recruit quality talent but also make you stand out as an employer which is vital for your organization’s overall growth.
Numerous organizations are now proactively engaging candidates even for entry-level positions. And it has proven to be an immensely effective recruitment trend. Passive candidate sourcing works but consistently engaging with those candidates amplifies the chances of onboarding the best talent out there. Modern recruiters are actively involved with filtered applicants and try to build relationships with each candidate. This helps recruiters drive candidate motivation to join their organization and not any other. Although the core idea is to pull candidates down the recruitment funnel, this trend also enables recruitment teams to build talent pipelines and meet hiring requirements in the long term.
98% of people in the workforce want to work from home at least a few days every week. The pandemic made the entire world transition to remote and now mostly hybrid work, candidates don’t want to switch back to the traditional model. Even organizations find it more productive and beneficial to work in hybrid mode. While a number of employers today offer remote opportunities to primarily attract candidates, it has surely become another recruitment trend.
A number of factors contribute to candidates choosing remote work – commute time, fatigue, flexibility, cost-efficiency and more. Subsequently, candidates decide among multiple employment opportunities primarily through the mode of work offered.
Remote work is one of the biggest reasons why the workforce is diverting from big corporates to startups today. The flexibility offered is the differentiator, work culture and faster promotions add up. Not to forget – practising this model of work is even more crucial to retaining talent within an organization.
One of the most important recruitment trends is the way how candidates are interviewed now. Further, it’s also about how effective the trending approach of collaborative hiring is. Involving relevant vertical heads and a diverse team in the recruiting process could boost your quality of hire. From an improved recruitment process to higher engagement and better candidate experience, collaborative hiring can prove to be a vital step in your recruitment journey.
Implementing this recruitment trend is a huge positive for recruiters as well because none of them would now have to handle the entire stress of recruitment. Psychology has it – when you evaluate candidates with a team and make decisions collectively, the chances of hiring a cultural fit magnify.
78% of candidates say the experience they receive while recruitment defines how an organization values its people. Candidate experience is clearly a critical recruitment trend today. Your outreach, interaction, engagement, onboarding, post-hiring and offboarding experiences – all sum up together to form the overall candidate experience.
A productive recruitment funnel is driven by positive candidate experiences at each stage. So, it helps in attracting top talent, making them inclined towards the opportunity, encouraging referrals, enhancing the employer brand and ensuring happier employees. While combined efforts of the recruitment team do the job here, effective and clear communication is the key. A large chunk of candidates never hear back from employers after applying for a role – about 65% don’t get notified. This is changing rapidly as organizations are focusing more on recruitment experience.
Sourcing and screening of candidates and filtering of applications are being done with the help of AI recruiting solutions. This is helping recruiters in scaling up their recruitment and hiring more candidates in a short period of time. Additionally, AI is aimed at ensuring there’s absolutely no bias while screening candidates.
Intelligent chatbots are being integrated with career pages of organizations to help candidates when they visit the website for quick queries. AI is constantly becoming more powerful and some recruitment teams are making the best out of it. It’s basically about eliminating the mundane, lengthy tasks and removing the human bias along the process.
Just like brand marketing which is about persuading customers and maximizing sales, recruitment marketing revolves around attracting and hiring top talent in the market. It’s one of the most popular recruitment trends in 2022, and employers are not hesitating in going that extra mile to multiply their brand reach.
The practices involved in recruitment marketing are closely similar to conventional marketing, but with a different target audience. Effective recruitment marketing tactics enable recruiters to attract, engage, nurture and convert talented candidates. It is an area where a collaboration of recruitment and marketing teams is ideal for the best possible results. You constantly position your brand and available opportunities as the best fit for target candidates in the market.
Just creating a careers page on your website isn’t enough today. Recruitment marketing needs to cover the trends including content marketing, social media marketing, video marketing, email and more to attract and engage with candidates while ensuring a positive brand outlook.
A majority of organizations across the world have been ignoring diversity in their workforce over the years. However, after observing the results of top businesses that benefitted from diversity and inclusion – this has become a strong recruitment trend now. In fact, companies with an ideal level of diversity and inclusion are 35% more likely to outperform their competitors, and 70% more likely to capture a new market. A diverse workforce accelerates innovation within an organization as candidates bring various cultural, ethnic, creative, and problem-solving experiences and ideas.
Not to forget – diversity and inclusion also help companies in attracting great candidates and retain talented employees.
The following statistics were taken from Glassdoor:
- 50% of candidates wouldn't work for a company with a negative reputation, even for an increase in pay.
- 92% of the people belonging to the workforce would consider changing jobs if there’s an opportunity in an organization having an excellent corporate reputation.
- A significant employer brand can reduce the cost per hire by as much as 50%
Employer branding is undoubtedly the most important part of recruitment today. It helps in attracting great candidates, sourcing passive candidates effectively, retaining talent within the organization and building a robust talent pipeline as people in the workforce want to work with you.
Contrary to popular opinion, employer branding can not just be built through marketing and promoting yourself as an employer. It’s the end-to-end coverage of what people inside and outside the organization think of your company. From work culture to the recruitment experience you deliver and how you position yourself as an employer of choice. It’s a candidate-centric world and hence - employee perks, workplace experience, company culture, diversity and inclusion, and recruitment processes – all contribute to your employer brand.
How can social media stay out of recruitment trends when billions of people across the world are using it actively every day? Among those users, a majority are job seekers or passive candidates. Social media recruiting isn’t a -’nice-to-have’ practice anymore, it has become a need for brands. Role-specific multichannel outreach holds the key to identifying and connecting with the right candidates.
Platforms like Instagram and Facebook have emerged as the priority destinations for sourcing creative designers, marketers and writers, video editors along with others – all thanks to the content creation trend that has taken up during the last few years. LinkedIn, on the other hand, is the best place to source all types of talent, is the world’s largest professional platform,
While we can’t deny this has always been important, awareness was missing. The pandemic made people and organizations realize the importance of being healthy – both physically and mentally to be able to work productively and enjoy life. A recruitment trend started recently covers the well-being and mental health-related policies for employees. Health insurance is a common perk but now organizations are taking this a level higher. Free well-being apps, surveys, mental health counselling, training and consultations are being provided for the better health of employees. When it comes to recruitment, these factors and additional benefits play a significant role in convincing candidates too.
In the last decade, we witnessed organizations and startups hack their growth with crucial data-driven business strategies that wouldn’t have been possible without deep analysis. We found the changing consumer behaviour and studied it through data. No doubt data-driven decisions in recruitment would make a big difference too. Numerous organizations are already practising it.
A recruitment trend that could well define the growth trajectory of organizations, data-driven recruitment involves leveraging techniques, technology, facts and data to inform your hiring decisions. By identifying and selecting candidates with the right skills, experience, mindset and culture fit – recruiters can directly optimize the quality, speed and costs of recruitment with the data-driven approach.
A mix of recruitment trends and work mode trends – flexible schedule is something a large number of organizations are offering to add up to candidates’ convenience. Especially, now after the pandemic – as hybrid/in-office work continues, employees are keen to have flexible working schedules. The focus is on the work done or the hours spent in the office rather than the fixed time shifts. Recruiters also use this perk for marketing purposes to promote their open opportunities and attract good candidates who’re interested in such opportunities.
Not that referrals are new in the market, but the kind of rewards some organizations now offer for successful referrals are beyond imagination. From expensive gadgets to cash coupons and bonuses, referral rewards have evolved. The demand for quality talent is huge and businesses want to acquire talent fast, and hence – bigger rewards for referrals are justified.
Especially in tech hiring, it is becoming quite popular to award phones, laptops and other gadgets for referrals. Referrals also help in maintaining diversity and inclusion among an organization as people often tend to refer people similar to them.
The gig economy grew exponentially during the pandemic. Freelancing and contractual models of working became the norm and it’s surely one of the top recruitment trends. Allowing contractors or freelancers to be extended parts of your team can immensely help organizations as per the niche and skills expertise brought in. For domains like marketing, content creation and design – where brands don't necessarily need full-time employees, they can hire contractors to get the work done without worrying about quality and in a cost-efficient manner too.
Soft skills have always been important for organizations and recruiters. However, in a recent study – it was found that 89% of bad hires usually lack basic soft skills like communication, teamwork, adaptability, time management, people management and collaboration. Moving forward, this area would be deeply focused on by recruitment teams. There are multiple reasons for it – finding such candidates is hard among a plethora of unqualified applications and training them post-hiring is expensive and unproductive.
Recruiters are tweaking their strategies and introducing new assessments for specifically evaluating the soft skills of candidates. Hard skills are important, but separate qualifying criteria is being implemented for shortlisting hires. The primary parameters would be the applicant’s behavioural patterns, decision-making skills, body language, verbal and written communication, language expertise, public speaking, presentation skills and more.
One of the most innovative recruitment trends is the automation of mundane admin tasks related to the recruitment process. Both active and passive recruiting involves hectic repeated tasks for recruiters.
Recruitment tasks like:
and a number of non-analytical tasks take up a lot of human efforts from recruitment teams and automation tools are helping organizations solve them.
Recruitment technology allows recruiters to source, attract, nurture and engage talent at scale. With top talent being available just for 10 days in the market, automation acts as the biggest differentiator and enables recruitment teams to hire within days rather than weeks or months. Your team gets free from all the mundane tasks so that they can focus solely on processes that need human intervention, like interviewing the candidates. The entire recruitment process also gets streamlined and you’re updated on the recruitment status of each candidate at any given time. Not to forget - improved candidate engagement, and hence experience which empowers your recruitment.
Over 80% of recruiters believe they would be more productive if they could automate sourcing altogether. Nurturebox helps recruiters and hiring teams simplify candidate sourcing management with a comprehensive sourcing automation tool. The best thing is – you don’t need to switch from your existing recruitment technology stack.
Nurturebox integrates with your ATS seamlessly and puts sourcing pipeline management on auto-pilot. Apart from sourcing and adding candidates to your pipeline, the tool also helps you automate multichannel engagement so that you can engage with candidates at scale without the usual hustle and bustle.
Here’s how our platform helps in acing your talent sourcing journey and makes your life easy as a recruiter:
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: