How Recruiting is Changing in 2016 and Beyond

The recruitment industry and associated in-house human resources equivalents are always changing, and as 2016 arrives, evolution is sure to take place. The Internet has changed so much about the recruitment process, so whether you work for an outside company that specializes solely in recruiting or you’re a human resources professional tasked with finding the right employees, you need to take note of the following trends in 2016:

RELATED: 5 Trends and Challenges Ahead for Recruiters in 2016

The Candidate Experience is Just as Important as the Candidate

Sure, selecting the right candidate is the most important part of the recruiting process, but these days, even candidates who aren’t selected need to have a good experience. The reason for this? Sites like Glassdoor, Indeed, and others. Such sites provide job seekers and workers with the ability to offer reviews of the interview process along with their feelings on how things were handled. If your company delivers a negative experience to the candidate through the recruitment process, he or she may spread that experience to millions of people online, making your company less attractive to potential candidates who might be the perfect fit.

Where Employees Can Work May Make a Difference

The Internet has also allowed for all kinds of work to be completed from remote locations, including home. To add to this, the ability to work outside of regular business hours has made it possible for employers and employees to work out flexible scheduling arrangements. For example, if an employee can work from home and get work done from 11 am to 7 pm, is there a reason not to allow the employee to work this schedule? Younger workers who have grown up with Internet technology are increasingly expecting the possibility to get work done remotely and on their own schedules, so consider these options when presenting recruiting materials.

Build a Network of Leads

In some cases, a candidate may not even be a candidate yet. This can occur when your company doesn’t have any openings for a specific set of skills a job seeker possesses, but it may have an opening in the future. The job seeker may visit your site, see no applicable openings, and then leave. This means that your business has now lost out on someone who may have been the right fit for a future opportunity. To remedy this, present job seekers with the ability to submit resumes and application information to be reviewed in the future. If you do this, however, you should be ethical and actually review all of the potential candidates in a particular skill set when trying to fill a role. No one likes wasting their time submitting pointless applications that will never even be seen.

Something else to consider when using the networking strategy is nurturing candidates that may not be ready right now, but who may be ready in the future. This includes candidates who are currently enrolled in school, who are employed but are not ready to leave their current positions, or candidates who need to enroll in certain courses in order to obtain certifications. Remember, a positive candidate is a positive candidate, so never discount those who are going to be able to propel your business forward down the road.

Will giving candidates the option to work from home increase a company’s ROI?

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