Daniel Sandoval

Owner of Digital Assembly. Lecturer at the Institute of Digital Marketing Australia. I write about online marketing, business, and all things digital.

Recruiting Trends and Best Practices in 2020 and Beyond

5 min read
recruiting-trends-2020

In 2020, the way we recruit has changed. New recruiting trends will significantly impact your organisation’s recruitment practices this year.

The current job market is 90% candidate-driven. Recruiters don’t choose talent anymore—they choose you instead. In return, the recruiting paradigm is undergoing a significant shift. Candidates are now being treated as customers.

Finding qualified job candidates with in-demand skills has become extremely difficult. It is expensive and time-consuming for recruiters. 

Are you leading the pack with innovative recruitment initiatives? If not, will you fall behind your competitors?

Keep reading as we highlight the best recruitment practices and trends in 2020.

Recruitment Marketing

Recruitment marketing is a strategy that implements marketing tactics in the recruitment process. You’ll use marketing to nurture and attract talented individuals to your organisation.

This strategy is vital to put in place because of the current status of the labour market. The goal is to help companies overcome the challenges of a candidate-driven market. Do this by marketing to qualified individuals.

Approach recruiting proactively and embrace recruitment marketing to fare better this year.

Employer Branding

72% of global recruiting leaders agree that employer branding has a significant impact on hiring. The lack of awareness or interest in their employer brand is one of the biggest challenges to recruitment. 

“Employer brand” refers to an organisations reputation and popularity as an employer. It’s the brand’s value proposition to employees. This is different than the brand the company projects to customers. 

Companies with a poor employer brand reputation struggle to attract candidates. They will continue to unless they offer something new and exciting to prospective employees.

Inbound Recruiting

You must proactively attract candidates with the goal that they’ll choose your client as their next employer. This is inbound recruiting.

Your goal is to lead job candidates through the first three stages of their journey: awareness, consideration, and interest.

The recruiting industry has seen a switch from outbound to inbound recruiting. Offering an open position to a potential candidate on LinkedIn no longer works.

If you’re looking for a long-term solution to overhaul your recruiting strategy, you need inbound recruiting.

GDPR Compliance

The General Data Protection Regulation (GDPR) replaced the older Data Protection Act (DPA) in 2018. The GDPR seeks to unify data regulations within the EU and give people greater control over their personal information. 

The GDPR has completely changed the way recruiting agencies must operate.

Now, data controllers must secure the private data of individuals under new, strict guidelines. Recruitment agencies must comply with GDPR requirements to remain successful and in operation.

HR Analytics and Data-Driven Recruiting

Using data-driven metrics can give your organisation great insights into your hiring strategy. You’ll discover which strategies work well, and which ones need improvement.

Data-driven recruiting methods involve decision making and planning based on data. HR collects this data through marketing technology.

Applicants tracking systems and recruitment marketing platforms can inform your recruiting procedures. You can then improve some of the essential hiring metrics such as time to hire, quality of hire, and cost to hire.

Candidate Experience

Your candidate experience is the candidate’s perception of your organisation’s recruiting process. It’s the behaviours, feelings, and attitudes they experience during the hiring process.

Why is paying attention to your candidate experience so essential in 2020?

Because candidates who enjoy their experience will more likely accept your job offer. If they don’t accept, they’re more likely to reapply in the future or refer other qualified workers to your company.

You also can’t ignore negative candidate experiences. You may think you’re only losing a candidate, but your client can also lose big bucks in the process. One great example of this is a case by Virgin Media. They calculated a $5.4 million annual loss due to lousy candidate experiences—the equivalent of £4.4 million.

Talent Pools

A talent pool is a place where recruiters and HR managers keep their top job candidates. They consist of not only those who have applied, but also sourced and referred candidates. There also include candidates who have willingly entered your pool in an inbound way. 

Talent pools are an excellent way to source high-quality candidates for job openings. Imagine posting a job and immediately having a place to go to select the best-of-the-best individuals for the job?

It’s a no-brainer to start a talent pool if one is not already part of your recruitment process.

Candidate Relationship Management

We’ve all heard of customer relationship management. It’s how we manage and improve relationships with current and potential customers. But did you know the same method exists for job candidates?

Candidate relationship management is all about creating a pipeline of strong candidate relationships. This method is a solution to the challenge of attracting talent in the HR and recruiting industry.

Social Recruiting

The best recruiters are beginning to implement social media channels for recruiting processes. They’re using social media networks such as Twitter, LinkedIn, Facebook, and Instagram to attract and hire talent. Also, they’re scouring job boards, forums, and blogs to search for potential talent proactively. 

Social recruiting is more than posting current job openings on your company’s social networks. You should also use these networks to search and reach out to talented individuals.

And don’t forget involving your employees in the search. You need to add a strong employee advocacy program to your talent attraction strategy.

Employee Referrals

Employee referrals are now one of the most productive ways to fill open positions.

Research proves that referred employees are easier to hire and onboard. They take less time and less money to recruit. In fact, referred candidates are 55% faster to hire and can save companies upwards of $3,000 per each hire!

Recruitment Automation Tools

Recruitment automation tools are software that automates the recruitment process. Some have existed for a while now. These include applicant tracking systems and recruitment marketing software. The new trend is software that offers a two in one solution—both under one platform.

These new tools help find, attract, engage, nature, and convert candidates into applicants. They also simplify and streamline the hiring process, which makes it faster and more efficient for all involved. 

Organisations who don’t put in place these new tools will lose top talent. They will move on to their more forward-thinking competitors.

Talent Sourcing

Proactive talent sourcing is now a must-have recruitment strategy.

According to LinkedIn, only about 36% of prospective candidates are seeking jobs. Yet, over 90% of them want to hear about new job openings.

Candidate sourcing is to identify, research, and network with potential candidates. Then you can convert them into applicants. By doing this, you’ll generate a consistent flow of highly-skilled candidates.

Collaborative Hiring

HR teams and teams from other departments should work together to find talent. This method is called collaborative hiring, and it is extremely valuable in progressing the quality of new hires.

On the flip side, collaborative hiring is linked to lower turnover rates, which is why it’s one of the hottest recruitment trends for 2020. The best person, in the best seat, on the right bus, is the starting point to lower turnover.

Structured Interviews

Structured interviews introduce effectiveness, fairness, and legal defensibility into the hiring process. 

A structured interview is one which the interviewer asks a set of predetermined questions. The questions are planned so that all candidates receive the same questions and in the same order. 

Since all candidates are asked the same questions, it’s easy to compare answers. You can then evaluate talent objectively and fairly.

Strategic Alignment

Last but not least, remember that your recruitment process should be aligned with your overall business strategy. Your company cannot grow without talent, so recruiting talent should be a strategic decision.

To recruit strategically, you must identify your organisation’s future needs and goals. Based on your needs, current and potential skill gaps can be determined. And based on those results, you can plan your hiring efforts to support business growth.

Use your overall business plans and goals to inform your recruitment initiatives before you begin a new job search.

Stay Ahead of Recruiting Trends With Results-Driven Digital Marketing Services

No two companies are the same, so you must tailor your recruiting process to be seen as an industry expert.

Follow these recruiting trends for 2020 and partnering with the right marketing agency. Then, you can generate consistent leads from clients looking to hire and provide them with the best talent pool.

We’re here to be your marketing partner and help provide the newest recruiting ideas for employees. We have the knowledge, strategy, and execution to achieve your goals.

Contact us today, and let’s talk strategy.

Daniel Sandoval

Owner of Digital Assembly. Lecturer at the Institute of Digital Marketing Australia. I write about online marketing, business, and all things digital.