We know how busy it can be being a recruiter in this day and age, but it is crucial to keep up with the emerging trends in this fast-moving world. Over the next couple of blogs, RedBox will dive into the 12 trends (taken from an article published by Dr. John Sullivan) that are emerging this year and how you can best work with them to continue to grow your company successfully. If you’re aware of these trends early enough, you will have time to plan on how to best handle them as they eventually become more prominent.
Trend #12 – Anonymous CV screening and blind interviewing
In an effort to bring more diversity to recruiting, recruiters are being trained to recognise their unconscious biases and hide irrelevant information from the eyes of hiring managers. This comes from the recent strong push for hiring diverse people and women (that occurred primarily in the technology industry). There is now much more emphasis on using a more scientific approach to diversity recruiting.
Best practices in hiding irrelevant information:
- Irrelevant information on CVs can provide an opportunity for a hiring manager to be biased. Background information (like grades, their address, or their school) that has not been proven to be valid predictors of new hire success can be removed or obscured. Companies like Deloitte and Google are experimenting with this practice.
- The visual biases are not detailed, but using more telephone interviews is encouraged. Another suggestion offered was to hide the candidate behind a screen.
- Voice biases can be reduced by offering written or online questionnaire interviews. This is where the candidate types their answers to the posed questions on a computer, so the candidate is neither seen nor heard. This seems to contradict the best practice of conducting more phone interviews. In summary a trend is forming that recruiting should be done blind and deaf.
Trend #11 – Finding talent will become easier but selling to talent, more difficult
Sourcing or finding talent has been extremely difficult as of late. However with the growth of the Internet and social media, it is now possible to find almost anyone who is qualified to do a specific job. So now the most difficult phase of recruiting will become the “selling aspects.” It is stated in order to succeed the recruiter must improve on their selling skills, not just to their clients but to the candidates to apply, attend multiple interviews and accept offers.
Best practices in selling to talent:
- Begin by assessing the sales skills of your recruiters and provide extra support where needed.
- Do your research- survey a group of prospects and find out how they look for a job and where, along with what requirements / additions must be present in order for them to apply for a job.
- If you are looking to expand your recruitment team, consider hiring ex-sales persons as they already possess the necessary skills in order to help sell your service along with bringing new ideas to the table.
- Ask successful candidates what was effective during their recruitment process and focus your efforts on what works and drop what doesn’t.
Trend #10 – Video will become prominent in all recruiting messaging
The high impact of videos will see their presence continue to increase. Videos now exceed 50 percent of mobile traffic and 64 percent of all Internet traffic. And this doesn’t look like it will be ceasing- especially with the number of cute cat videos out there. A video is the best way to present your message without having to say it in 2 pages. It can reveal the company culture and get the attention of potential employees/ candidates. A little tip – If the videos are shot by your own employees on their mobile phone, they are also likely to be considered more believable.
Not following trends can be fatal, because being first provides you with a competitive edge and helps you build your employer brand. Unfortunately, once a recruiting practice becomes a trend, the opportunity to be number one disappears. Not keeping up with trends also means that you may be using dated practices, and in time will produce fewer results. Watch out for Part 2 where we discuss trends of a forward-looking approach and recruiting innovators.