What is the Future of Recruitment?

Posted by Mark Jackson on Tue, Jan, 19, 2016 @ 07:01 AM

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Recruitment methods are undergoing serious changes as not only HR technology evolves and advances, but the workforce, comprised of several generations, becomes more demanding and less tolerant to an unfavorable work environment. With such constant change surrounding the job market and workforce, it’s difficult to predict what the future of recruitment looks like. To gain some insight from professionals in the industry, we turned to knowledge (and opinion mecca!) Quora.

Answers have been edited for clarity and brevity.

Q: What is the Future of Recruitment?

Marketing

“I think the very role of a recruiter is evolving. It's not enough to be a great sourcer. It's not enough to be a great closer. We need to bring more to our clients...Tomorrow's recruiters will be

  • creative marketers
  • brand champions, at ease working up and down and inside/outside their organizations.
  • technically fluent and know how to wrangle metrics…

They will understand what social media is, what it isn't, and how to effectively incorporate it into various programs (recruiting, branding, talent communities, etc). They MUST be self-motivated and curious in order to keep pace with the rapidly evolving talent landscape. The recruiting world is changing fast, if recruiters aren't driven to keep up they will struggle.”

-Lars Schmidt is the founder of Virginia recruiting consultancy, Amplify Talent.

Old School

The best way to recruit talent is still through networking and cold calling...When there was no or little internet, the way to recruit was to network like crazy, map out company org charts by cold calling and talking with people etc. It was HARD but internet, especially LinkedIn makes it very easy to discover talent...Technology has made us recruiters lazy. We send 100+ emails through LinkedIn. It used to work but now it is just spam from a passive candidate's perspective...if you want to fill your search now, start talking to people.”

-Sangeeta Narayan does executive recruiting for Indian online shopping site Flipkart.

New Opportunities

“...the biggest impact of technology on the future of recruitment isn't about how we recruit at all, it's about whether we need to recruit...at a higher level than just recruitment, is an increasing focus on organisational capabilities...if an organisation is only fishing in the same pools of active candidates as its competitors / comparators then it's never going to really be able to develop any significant capabilities at all...recruitment is going to change, and it's going to be informed by technology, but actually it's not technology that's driving this change. The driver is just much smarter recruiting, using the opportunities provided by technology to increase the smartness of these various approaches.”

-Jon Ingham is an executive consultant at Strategic Dynamics Consultancy Services.

Tweet This: Jon Ingham, executive consultant, says recruitment isn't about how we recruit at all:

Necessary

The day an automated something machinery is able to analyze a candidate's nervous tic, measure the weight of certain pauses or stammers, sniff BS by 'gut' feeling, negotiate with humans, is the day the need for recruiters will cease to exist. Which means never.

Screening can get both easier and harder. Harder because, well, the Internet makes it easier to fake stuff. Easier because a recruiter can fact-check; there are companies and software programs that help you create tech screens and the likes. Recruitment is going to become more important as technology continues to be important.”

-Angela Liu is a senior technical and finance sector recruiter at CompuGain.

As it appears, there are some very compelling and varying points of view about what the future of recruitment holds. The good news is there are a plethora of insights, including those in this post, that recruiters can use to prepare for the changes that they’re probably already experiencing. For the future:

  • Become a brand-focused marketer in place of the traditional recruiter
  • Don’t underestimate the power of human connection; traditional recruitment methods still work
  • Identify new and innovative recruitment opportunities with technology
  • Understand that technology and social media does not replace the need for recruitment, but rather makes it even more necessary to have skilled recruiters involved in the process

Tweet This: Do your predictions for future recruiting align with these professionals?

If you’re ready for a change, streamline your recruitment process with Visibility Software’s applicant tracking system!

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Stop Your ATS from Hurting Recruiting

Posted by Sean Pomeroy on Tue, Jan, 12, 2016 @ 07:01 AM

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Google’s mobile-friendly and quality updates implemented earlier this year have caused some concern for recruiters. With the updates, search ranking is influenced by whether or not the page is mobile-friendly and the measure of quality within its content.

As some companies with applicant tracking systems have experienced increases in organic traffic, others have had low dips. The effects of the changes vary across the board, but one thing is certain; recruiters are rethinking the design of their applicant tracking system. So, let’s first take a look at some current problems with ATS and then, examine what it takes to have an ATS that helps, rather than hurts, recruiting.

The Disconnect Problem

Recruiters need applicant tracking systems to do their job faster and more efficiently. Unfortunately for job seekers, it can do quite the opposite and, in turn, drive prospects away. When a candidate is redirected from a job board to an ATS, it can cause a lot of warranted frustration.

After creating profiles with contact information and career data on various job boards, candidates are left to sift through hundreds of job descriptions for hours until they finally find something that sounds like a fit. Once they click to apply, they get redirected to a new page and are asked to create yet another account with exactly the same information as before. This is one of the biggest frustrations for job seekers and the reason almost 90% of them, according to Appcast, abandon the application process.

Tweet This: 90% of job hunters agree this is the biggest pet peeve during the job search: 

Whether applicants are redirected from company career pages or job boards, the disconnect with the ATS can potentially damage employer branding and tarnish the reputation and competency of career sites.

The Solution: employers should collaborate with ATS providers that offer solutions to make the recruitment process faster, easier to update and capable of integrating seamlessly with recruitment sites. Having a cloud-based ATS with autofill capabilities, such as applying with a LinkedIn account, and resume parsing can streamline the recruitment process and save candidate’s the headache of manually entering their information multiple times. Check out our recruitment software to create a favorable candidate experience.

The Mobile Problem

The mobile problem needs no introduction. We are living in a fast-paced, mobile-dependent world which places considerable pressure on companies to have fully mobile-responsive career pages and application processes.

In fact, a recent Careerbuilder survey shows that almost one-third of their traffic is made up of mobile users and up to 40% of those users abandon non-mobile friendly apply processes. That’s too many potential candidates to ignore. If companies want to improve their pipeline, they’ve got to have seamless, mobile-responsive ATS.

The Solution: enhance and ensure the candidate experience by seeking out an ATS that can respond to any device throughout the entire recruitment process, especially the application portion. Visibility’s recruiting software allows companies to host customized, mobile-responsive careers pages that are easy to use and maintain.

The Content Problem

The Google quality update is not the only reason employers should be rethinking the content that is weaved throughout their ATS. Job seekers desire well-written, focused content during their job search. In fact, 60% of job seekers give up on applications because they are too long or complex. Lengthy applications not only scare candidates away, but run the risk of timing out due to technicalities, wasting the candidate’s time and placing negative attention on the employer brand.

Tweet This: 60% of job seekers give up on applications due to lengthy processes. 

Other content problems within ATS have the potential to affect other stages of the recruitment process. Poorly constructed content has the potential to damage the employer brand by seeming too complex, boring, outdated, or impersonal. What’s more is that inadequate ATS doesn’t represent the employer brand accurately if the look, feel, and general tone of the brand isn’t present throughout the application process.

The Solution: employers should seek out ATS providers that offer customizable solutions to the design of the application process, taking into account the need for distinguishable content. Content should be direct and focused with favorable word choice and should align with social media strategy objectives. The tone and message of the employer brand should be consistent throughout the entire process. Visibility’s recruiting software allows recruiters to customize the application process and provides the capabilities to keep employer branding consistent throughout. From the logo to the tone, the experience will be seamless for the candidate.

Applicant Tracking Systems exist to help streamline the recruitment process, but with new workforce trends and changes in search ranking qualifiers, the effectiveness of those systems are being put to the test. Without taking into consideration the user experience, ATS has the potential to hurt, instead of help, recruiters. Employers should seek out superior ATS providers that can help meet the needs of the workforce and, as a result, strengthen the talent pipeline.

Looking for a new ATS to provide your target audience with a stellar user experience? Check out our Recruiting Software now!

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Every Recruiter's Nightmare: Useless Resume Words

Posted by Sean Pomeroy on Thu, Dec, 17, 2015 @ 07:12 AM

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Recruiters...bless their hearts. As if reviewing hundreds, thousands, a LOT of resumes isn’t grueling enough, the same, tired, infuriating and useless resume words candidates use to describe themselves and their experience keep hard working recruiters up at night. It doesn’t matter what classes they’ve taken, which previous jobs they’ve had, candidates will always use certain words that, if these experts are to be believed, make their chances of getting a call back considerably low…

This question originally appeared on Quora.

Q: What are the most useless, meaningless and/or ridiculous "resume words"?

VARIOUS!

It is single-handedly the most useless adjective on a resume-it essentially boils down to saying nothing new about the nouns that it prefaces.

I mean the difference between this sentence: Worked on various projects and this one: Worked on projects. is nothing...You should be specific or go home!

I deleted various from almost every resume I review, and I have not yet encountered a sentence that didn't make logical and grammatical sense without it...I stand by this excessively long answer.”

- Erin Berkery-Rovney, Associate Director of Employer Management and Alumni Relations at LIM College

“I throw up in my mouth a little every time I see the following words/phrases:

  • Results-driven
  • Hard-working
  • Customer Service focused
  • Visionary
  • Multitasker (Multi-tasking means doing multiple things poorly)
  • Focused, driven, determined (As if you'd say you're flighty, unmotivated and lazy)
  • Team player

...Essentially, skip the fluff and get to the point. Be specific, be direct. Tell your personal story with data and discuss what you have done and how.”

-Pleas Andrew Honeywood, writer, career coach and entrepreneur

“...any derivative of the word 'SYNERGY'.

Synergies, synergic, and synergism...This was actually a clever buzz word about ten years ago…

I'll even see this word used on resumes for menial work in restaurant and hospitality jobs.  WHY?!  It's blatantly overused and needs to be at the top of the list.”

Tweet This: "Synergy." A blatantly overused resume word according to @BJHennessy. Read more resume don'ts: 

 

- Brian Hennessy (@BJHennessy), film and TV producer

“...Great question!

  • Alot (always two words, not one!)
  • Eradicated
  • Refreshing (when talking about self)
  • Voyeur (once saw an intern use this word to describe how he watched someone to learn a new task – gave me the willies just to read it! LOL)
  • Mastermind
  • Revenue builder (so what, she helped the company make money?)
  • Rejuvenated
  • Rewarding
  • Soiree (used to describe generic event planning)
  • Matriculated”

- Victoria Darling (@leRockStarCV), Founder of Rock Star Resumes

“Recently CareerBuilder did a survey to find out the answer to this from the recruiters, as per which, the words are:

  • Go getter-38%
  • Think outside of the box-27%
  • Synergy-26%
  • Go to person-22%
  • Thought leadership-16%”

-  Kritika Harjai (@KritikaHarjai), blogger at CareerBuilder India

"Problem Solver."

This is, unfortunately, one which I see often on older peoples' resumes, and seems to be code for "my skills are obsolete, but I've seen a lot of stuff and can still contribute in a general way."

Tweet This: When @NedHorvath sees "problem solver" on a resume, he actually reads "my skills are obsolete." 

Your experience is valuable (I'm way over the hill m'self) but complements a current skill set...Get current, and let the problem-solver be evident from the stories your resume tells.”

- Ned Horvath (@NedHorvath), Software Development Leader, Agile/Lean coach and Principal Engineer at the University of Texas

Every recruiter, hiring manager or career coach might have different preferences, aches and pains when it comes to reviewing resumes. Will this ever change? Nope, but at least there is recruiting technology out there, like applicant tracking systems, that help make their job a whole lot easier. Need some help in that department? Let Visibility Software help!

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Why Recruiting Veterans Could be the Best Thing for Your Company

Posted by Sean Pomeroy on Wed, Nov, 11, 2015 @ 07:11 AM

recruiting-veterans

Veteran candidates are untapped hiring gold nuggets in the recruiting world today. Why? Veterans have the skills and the experience necessary to join and lead civilian teams when assessed properly, given clear succession paths and goals. Recruiting veterans makes great business sense, and attracting these experienced men and women is a crucial part of a smart talent acquisition strategy.

Did you know the military has over 7,000 job positions across more than 100+ functional areas, and 81% of these jobs have a direct civilian equivalent? Maybe not because it’s not advertised that well. The current unemployment rate of veterans is shockingly higher than the national average at 15%. People in high places are doing what they can to change that, but for now, it’s up to recruiters, hiring managers and HR professionals to do a little legwork.

The military trains people to lead by example as well as through direction, delegation, motivation, and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.”- Military.com

Military hires are used to leading teams and having a very clear hierarchy. They don’t need to be leaders immediately upon entering your workforce though. Work on attracting military veterans by knowing where and how they can use the skills they have within your workforce. Other attributes of military veterans:

  • Mature Leadership
  • Adaptable Problem-Solving
  • Accountable Resourcefulness
  • Confident Decisiveness
  • Responsible Discipline

Learn to translate military acronyms and jargon into your own industry focused keywords. If you already have veterans within your organization, create a mini-think tank on how to recruit new ones and mentor them. Military.com offers a skills translator that can translate military skills into plain speak for those of us in the business world.

Tweet This: Learn to translate military acronyms and jargon into your own industry focused keywords.

Diverse skills. Diverse workforce. The military trains veterans in a variety of fields, check out this handful of jobs the military trains its participants in:

  • IT
  • Engineering
  • Healthcare
  • Transportation
  • Leadership
  • Public Relations
  • Accounting
  • Law

Military vets embrace diversity with ease, and add valuable viewpoints and experiences to the workplace.The veteran workforce has everything you need, and they join the ranks of civilian job seekers every day.

“Veterans have learned to work side by side with individuals regardless of diverse race, gender, geographic origin, ethnic background, religion, and economic status as well as mental, physical, and attitudinal capabilities. They have the sensitivity to cooperate with many different types of individuals.”- Military.com

With leadership skills, diverse skills and the ability to work alongside much of your workforce, veterans should be the ultimate talent pool. So….why aren’t they? Programs like the Veterans Career Transition Program (VCTP) connect many veterans to specific careers and then train the veterans with educational programs & workshops that help ease their transition back into the working civilian world (in their designated areas of expertise of course.) A lot of these programs also offer soft skill training. The veteran workforce is your untapped market of gold, and there are just a few simple steps to take to attract these ideal workers. In fact, it can be great for your recruiting budget as well as many military-focused niche job boards offer free job postings to help spread the word about opportunities.

Check out some niche sites/ job boards many veterans use. Look for military placement sites, job boards and career fairs. Other great spots to recruit veteran candidates are college campuses or Guard and Reserve units. It is usually easy and welcomed for recruiters to set up visits in these locations.

Tweet This: Check out some niche sites/ job boards many veterans use.

In addition to setting up the ol’ job booth at the local career fair, scan some military job boards. These job sites are a tool for military alumni to post jobs, access resume databases, as well as exhibiting at military career fairs and target advertising.

How to reach veterans

Have an area on the career site dedicated to welcoming veterans, and informing them their skills sets and experience are valued in the organization. This section should also house information specific to veterans. Check out how Cisco does it. Other companies doing a great job of hiring veterans (that you could be hiring!) are listed here.

Create company social pages specifically for recruiting veterans. Veterans tend to be part of very supportive communities. If you ask one veteran to share your veteran targeted recruitment page, you will likely be amazed at how far it travels in the social-sphere.

Tweet This: Take these simple steps to improve veteran recruiting.

Some companies even have “Careers for Military” links with jobs specifically designated for veteran skills. This is an ideal area to apply the language and abbreviations they are used to. Create job listings they can directly relate to their own previous experience. ManTech.com can show you how it’s done.

Now that you have got a couple of tricks up your sleeve, start tapping into the golden market of veterans. Look into platforms/job fairs/ recruiting boards your company has neglected to locate and get to recruiting!

 

Related Text:

How to Recruit the Under-Sourced Veteran Talent Pool

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