The job market is constantly evolving, and hiring practices must adapt to allow organizations to recruit and retain the best talent and thus fuel business growth. Today’s hiring landscape involves terms like “the Great Resignation,” “quiet quitting” and the “Great Reshuffle,” signaling an increase in job vacancies and the need to hire engaged professionals who are willing to invest their talents in an organization. Additionally, shifts to remote work and digital employment platforms are changing how people apply for jobs and engage with career opportunities.
We’ll explore the latest hiring process trends to show job candidates what they can expect and help recruiters create a successful hiring and onboarding experience that meets candidates’ expectations and the company’s needs.
The process of hiring employees has shifted rapidly and evolved well beyond large teams of faceless panel interviews and “Don’t call us; we’ll call you” employer attitudes. Here are some essential elements of the hiring process that job seekers and employers should understand.
The pandemic moved many employees to remote work plans, bringing telecommuting into the mainstream. This remote-work shift is showing no signs of dissipating. According to a FlexJobs survey, 80% of women and 69% of men said remote work is an important factor when they are considering job offers. Remote employees can avoid the toll of the work commute while enjoying more flexibility to care for their families and achieve a positive work-life balance.
Employees aren’t the only ones who benefit from remote work. Businesses see higher productivity levels from remote workers, higher employee retention and a more engaged workforce.
It makes sense that more employers are adding flexible, hybrid and remote work options to their job listings and adjusting their hiring processes to attract the best employees.
Job sites such as Indeed, Monster, Glassdoor and FlexJobs have been around for a while, but they’re more important than ever in the recruiting process.
Today, in addition to streamlining the application process, online job boards can do the following:
In the past, hiring managers rarely approached passive candidates – that is, people not actively seeking a job – thinking they lacked interest in the company. Today, recruiters are under more pressure to find top talent and can’t rely on sifting through piles of applications.
More recruiters are taking the reins in job searches these days, re-engaging previous candidates and matching skills to open positions. Hiring managers and recruiters are seeking out overlooked gems in their applicant tracking system (ATS). Online job boards can help with this process by saving information on previous applicants who may be an excellent fit for a new position.
According to the 2022 Recruiting Trends Report, 47% of hiring managers expect automation to significantly influence future recruiting. Small business owners, hiring managers and HR directors are becoming overwhelmed with exponentially more applications and resumes, and automation can streamline and ease the process.
Automation can do the following:
Your current employees are an excellent source of applicant referrals. They’re already familiar with the work hours, culture, advancement opportunities, salaries and employee benefits packages. More businesses are turning to employee referral programs to bring in excellent potential candidates that other job searches may not yield.
Create a system to share job openings with current employees, and make it easy for them to share opportunities via email, text and social media. Ask employees what kinds of referral incentives they’d appreciate. Here are some examples of referral incentives:
You’ll also improve employee engagement by asking your employees to help build your hiring pool and rewarding them for doing so.
The 2022 Recruiting Trends Report revealed that 57% of hiring managers prioritize finding diverse job candidates. Additionally, 59% say diversity, equity and inclusion (DE&I) is a top hiring trend, and 52% plan to hire diverse leadership.
Today’s businesses are using tech tools to enable a more diverse talent pool. For example, AI-assisted job listing creation and blind resume-reviewing tools aim to eliminate unconscious bias in the hiring process. Additionally, including diverse hiring team members helps companies identify potential biases they might have missed otherwise.
The hiring process doesn’t end after a hiring manager writes a job offer letter. The next hiring phase is onboarding, a crucial and often overlooked element in retaining talent.
Poor onboarding can result in lower productivity and morale. In contrast, a strategic and thoughtful first two weeks of work can give a new employee confidence and quickly get them up to speed.
Hiring managers today are working with HR to create detailed onboarding processes that instill an organization’s mission and values, along with explaining benefits and scheduling meetings and training sessions. Investing in your new hire’s first days will yield dividends for years to come.
In Talent: How to Identify Energizers, Creatives, and Winners Around the World, authors Tyler Cowen and Dan Gross reveal a significant shift in recruitment and hiring processes. The days of bureaucratic hiring teams and interview processes are over, and employers are focusing on streamlined, strategic and efficient hiring processes.
Here are some mistakes to avoid in today’s hiring climate, according to the authors:
Modern hiring processes have changed, but you will still be able to welcome excellent new team members. Consider the elements of a great hiring experience for prospective employees, and gather a hiring team that’s on the same page. You’ll build an effective and efficient hiring process that consistently brings top candidates to your organization.