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recruitment Archives - SourceMatch

Technology in Recruiting – save time and Money Without Losing the Human Touch

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While technology continues to advance, companies will have to keep the human touch, in regards to the workplace. Finding and retaining the right talent depends on many key factors. Those factors include: finding a candidate that matches the company culture, using the right platform to find those candidates, and keeping up with technological advances, in regards to recruiting.

Which Recruiting Company Will Find for you the Right Talent?

Many recruiting companies offer different types of deals and platforms to find candidates. Some will send you resumes to sort through, some will narrow down your search, and others will use both technology and holistic approaches to find the right candidate. It’s important to take this into account when deciding which company to use. Would you like a short term employee or long term? Would you like to spend time interviewing or have a recruiting company do that legwork for you? How vast is that company’s lens in regards to finding candidates? You have to consider all these questions.

What Types of Technological Resources do Recruiting Companies Have?

There are many different types of websites and software programs that recruiting companies can utilize to reach out to candidates. SourceMatch uses these sources, not just one, to find the best candidates for a certain role. After that, SourceMatch provides even more assessments, to learn about this candidate. We offer skills assessments as well as behavior-based assessments. Using these tools, SourceMatch aligns the top candidates to your company’s open role. We take pride in matching a workplace culture to an applicant’s style of working.

How Does Big Data Play a Role?

Big data plays a role in a company’s hiring process. According to entrepreneur.com: “Earlier, companies had little to guide them on a potential applicant’s future flight risk other than gut feeling. Now, tools integrated with artificial intelligence (AI) and deep analytic capabilities can parse the data on your company’s current employees — including their prior experiences, skills and latest achievements — to learn what good candidates look like based on past hiring decisions. In addition to your own enterprise data, AI can look at data from across the industry to build a profile that can then be applied to cull resumes, screen candidates based on warning signs, and grade and rank a shortlist of qualified candidates for each job opening.” Technology is very much integrated into recruiting. At SourceMatch, we actually use a unique combination of technology and workplace culture matches. We identify each client’s needs and work together to assess and identify the best talent.

Understanding How Culture and Technology Work Together in Recruiting

We incorporate culture and technology in recruiting practices. It takes a balance of knowing the advancing technologies available, and how to incorporate those while recruiting. According to forbes.com: “When newly hired executives leave after a relatively short period of time, the reason is rarely that they lacked the technical skills to deliver on the job. More often, it’s because they struggled to form relationships within the company or lacked cultural compatibility.” That being said, knowing your clients and staying up to date with current technology, can benefit both recruiters and employers. Recruiters can utilize social media and other recruiting platforms, while also getting to know more about their clients and candidates. This allows for the correct “pairing” of the candidate with the client’s organization.

How Social Media can Help the Recruiting Process

Many recruiters have seen the benefits of using social media to find candidates. You can learn about communication and personality, as well as some work history (if listed). You have people sharing job openings through social media as well as recruiters reaching out to candidates via social media. According to entrepreneur.com: “Employers from different industries have reported over 30% increase in the referral candidate counts via social media recruiting techniques. Industry recruiters have always preferred the candidates referred by existing employees, and social media helps them engage in referral recruitment easily.”

The Pros and Cons of an Automated Hiring Process

Technology can make the hiring process more effective for both candidates and recruiters. Candidates can now search and apply for many jobs rather than filling out applications and dropping them off at the front desk. This benefits candidates and employers in regards to saving time, but it can take away from the “human” interaction aspects. Technology can also help “weed” out incorrect candidates at a much faster rate, leading recruiters to the best candidates, sooner. On the other hand, keeping a more personal, human approach helps both recruiters and candidates find the best job. A person may look good on paper, but that person may not fit in the work culture of a certain position or workplace. Knowing both the personality of the candidates, as well as the culture of the workplace, give recruiters the ultimate advantage.

Keeping the Human Touch in Recruiting

To keep a human approach in recruiting, companies can either hire internally, use personality assessments, or reach out to recruiting companies that use more than AI. Hiring internally gives employees and employers opportunities for growth. Employees know that there is room for growth and employers have the time to learn about their employees. Using personality assessments give employees and employers knowledge about where they fit in the company work culture. This can boost employee and employer confidence in job roles and relations. Using a recruiting partner, companies can learn about new models of finding the right candidates and fix any retention related issues. This is great for companies that have noticed human or workplace-related concerns, along with high turnover.

Artificial Intelligence in Recruitment Part 2

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Here’s a look at the way candidates perceive Artificial Intelligence in the recruitment interview stage.

“The future of recruitment hangs in the balance”, says Craig Fisher. Couldn’t agree more. While recruiters find themselves in the AI learning process and try to ease their work with the use of AI, candidates have something to say as well, don’t they?
The graphic below is based on a survey where more than 200 job candidates were asked about how comfortable they are interacting with an online robot (chatbot app) to speed up the interview process.
Let’s see how comfortable candidates are answering initial questions about the interview process, scheduling interviews and helping with interview preparation, and performing skills assessment.

When it comes to:
a) Answering initial questions about the interview process, the results are as follows:
21.17% are extremely comfortable
36.9% fairly comfortable
23.42% uneasy
18.92 extremely uneasy

b) Scheduling interviews and helping with interview preparation, we can see that:
36.94% are fairly comfortable
29.28% extremely comfortable
16.67% are uneasy,
17.57% are extremely uneasy.

c) Performing skills assessment:
35.59% are fairly comfortable
25.23% are extremely comfortable
18.92% are uneasy
20.27% are extremely uneasy.

Because we earlier talked about balance, we can notice from the numbers above, that most candidates seem to be open working with robots at least in this part of the recruitment process: the interview.
There is no doubt that we need the human touch in the recruitment processes. Candidates expect it and recruiters are not planning to leave that aside, but there are low-level processes that can be automated and ease every party involved. The future of work will be influenced by Artificial Intelligence and the way we look at it, the way we learn and how quickly we adapt to it, as AI has proven to be in many ways a helping hand.

 

A Better way to Recruiting – Interview with SourceMatch

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There is a better way to recruiting than virtually moving resumes and candidates around on the recruiter’s desktop. It all comes down to the human interaction and depth of understanding of a candidate’s unique complexity.
With that in mind, the chances of getting the best and right talent your organization needs, grow exponentially. Why even bother? Can’t we just count on our “guesstimation” skills? Beyond achievements and resumes, there are multiple facets of the candidates’ personality that will reflect on their long-term performance. Why take blind chances? At SourceMatch, we count on staying human in the recruitment process, but also use validated systems and proprietary assessments that quantify all dimensions of a candidate’s profile that are predictive of success on the job.

The skills gap is very real and affects the recruiting efforts of most companies. They have trouble finding enough of the right level of talent and skills. Recruiters’ efforts are affected by an imbalance of high demand for talent and low availability and hence why many times they count on salary to convince candidates to make a move. From that, an artificial career progression ensues. Professionals end up “promotions” more often than healthy.
At SourceMatch, we start from one premise: by empowering our clients to access, hire, motivate and retain the best talent – our mission as a recruitment company, we can bridge the skills gap. Once hired, a company’s job regarding that new employee isn’t over. Motivating and retention are crucial and have their success roots in the recruitment process. Put in place the right recruitment strategy and retention is an entirely different ballgame.

There’s a saying that we believe in: “An organization’s ability to grow is only as good as its ability to attract, hire and retain the best talent, but also helps them develop professionally.”
By helping them develop professionally, you are not only making sure that they stay motivated, but you can achieve your goals in a different time frame.

As Bogdan Negru, our Vice President of Solutions, mentioned in this interview, one of the aspects that helps a company thrive is continuous recruiting. Employers are challenged every time they find themselves in the situation to fill vacant positions now or yesterday. The temptation to get someone in the job ASAP is so great that many times hiring managers end up having anyone that can manage somehow. SourceMatch’ continuous hiring solution enables our clients to constantly look for candidates that match their culture, the traits that make candidates successful in their organization, have objectives that align or complement their own, and finally values that don’t contradict, but rather improve theirs.

Working with a recruitment partner can be a bliss – listen to this interview that the SourceMatch VP of Solutions – Bogdan Negru – had with Malcolm Lui, explaining how that happens.

Future of jobs Infographic – Series Industry – Information & Communication Technologies

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Stop for a moment and look around.

The world is changing, and that’s a good thing. If you are not seeing it, you won’t be able to avoid it whether you like it or not. It is quite essential to develop a clear sense of what is happening around in the labor market and understand how these changes are affecting your Industry. Everything was planned, shaped for the benefit of economies and societies, and the implications of changes to work for individuals, for their livelihoods and for the youngest generations studying to enter the workforce down the line.
Are we alarmed that this change will have a negative impact on the workforce? The truth is that many in the marketplace are wondering if new technologies will replace the human employee. This isn’t the first industrial revolution that creates worries about technological unemployment. It’s commonly accepted (and also debated) that the introduction of new technologies has displaced skilled workers but created demand for jobs. Hence the idea that innovative technology at a large scale does not replace human work but enhances it by increasing productivity and thus output levels.

However, there are complex feedback loops between new technology, jobs, and skills. New technologies can drive business growth, job creation and demand for specialist skills but they can also displace entire roles when certain tasks become obsolete or automated.
At the same time, our belief is that these transformations, if managed wisely, will lead to a new age of good jobs, good work and improved quality of life for all.

First, let’s see how technology adoption can affect the Information and Communication industry. A huge share of survey respondents from the industry indicated that, by 2022, their company was “likely” or “very likely” (on a 5-point scale) to have adopted new technology as part of its growth strategy.

Second, if we look at the barriers to adoption of new technologies, we can see the five biggest perceived barriers to the implementation of new technologies across the industry, as ranked by the share of survey respondents. The following graphic will show the obstacles that were selected by the survey respondents that were perceived as impediments to successful new technology adoption faced by their company.

Thirdly we have the expected impact of new technology adoption on the workforce. In the following graphic, you can see the percentages representing the share of survey respondents from the industry who expect their company to have adopted the stated measure(s) over the 2018–2022 period as part of their current growth strategy.

Adopting new technology comes packaged with promises but also with challenges. Yet, even if these technologies increase our productivity and improve our lives, their use will substitute some activities that are currently handled by people, a development that has sparked much public concern. At the same time, to leverage the benefits of new technology, workers will need to acquire skills enabling them to thrive in the workplace of the future and develop their ability to continuously learn and upskill throughout their lives.

Source: Report

Artificial Intelligence in Recruitment Part 1

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Much has been said about the role of AI in recruitment. In the Infographic below we present the implications of AI for recruiters and organizations and for the second part, the benefits of AI for candidates in order to have a clear representation on how AI can positively affect your hiring strategy.

So, what do recruiters think about the implications of AI and how does it affect a recruiter’s work?

Statistics say that 56% of recruiters around the world say interviewing innovations due to AI are ‘very’ or ‘extremely’ important to the future of hiring. These can make a recruiter’s job easier by saving time and making its work more effectively.
39% of companies already use data to predict candidate success, while 60% of companies are planning on investing in AI-powered recruitment software, according to Harver’s report.

According to the same report, AI is most helpful in saving time (57%), removing human bias (43%), delivering best candidate matches (31%), saving money (30%).

According to a Yale University study, researchers asked 127 scientists to review a job application of identically qualified male and female students and found that the faculty members – both men and women – consistently scored a male candidate higher on a number of criteria such as competency and were more likely to hire the male. When it comes to the hiring bias, AI has proven to be a real success. For instance, tools can mask candidate gender from hiring managers and eliminate the bias. Bias can affect recruitment in your organization a lot. Dr. Pragya Agarwal mentions in a Forbes article that “Unconscious Bias can be a huge setback in creating a truly diverse and inclusive workplace”.

AI comes in hand in many ways and shapes, and we must be open to the change it brings and customize it to our needs in order to get the best out of it and hire right.

Sources:
business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/linkedin-global-recruiting-trends-2018-en-us2.pdf

harver.com/resources/e-books/benefits-of-recruitment-tech-ai/
news.yale.edu/2012/09/24/scientists-not-immune-gender-bias-yale-study-shows
www.forbes.com/sites/pragyaagarwaleurope/2018/10/19/how-can-bias-during-interviews-affect-recruitment-in-your-organisation/#3b5694111951

4 Hiring Trends 2019

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In the Infographic below, we’re highlighting 4 hiring trends that you should consider when making a hire in 2019.

Let’s talk about the first one: Artificial Intelligence.
AI, as we already noticed, has an impact on the recruiting processes, making them easier to handle. According to studies, 52% of talent acquisition leaders say the hardest part of recruitment is identifying the right candidates from a large applicant pool. Katrina Kibben, Randstad argues that “Any area of recruiting where distinct inputs and outputs occur – like screening, sourcing, and assessments – will largely become automated”.

However, AI requires abilities from a recruiter in order to use the new technologies, so the question remains: are the HR/ talent acquisition department/ recruiters ready for it?

Hiring for potential.
Although experience is not to be neglected, it does not equal performance. So why focus your attention on hiring for potential instead of experience? Besides the reduced costs, there are many benefits to what a less experienced but driven candidate might bring to the table, such as adaptability, creative thinking, communication skills, or flexibility.
Let’s keep in mind the fact that what used to work in the past, might not work in the future, and hence why adaptability is a key trait.

Work flexibility
Why offer flexible hours? Because you want happy and productive employees. Let’s put it this way: If an employee has problems in their personal life, it affects their professional one, and vice-versa. Work-life balance is a direct result of employees’ ability to have a say in how they use their time for work. Needless to say that with flexibility comes great responsibility and openness to staying accountable.

Candidate experience
Why is the candidate experience important, you may ask? Monster’s CandE report found that of the candidates who had a positive hiring experience:
1. 62% will increase their relationship with brands products and networks;
2. 78% would refer someone in the future;
3. 62% would apply again.

These trends help us understand how to best adapt to the future of work. They impact the way companies relate to the labor market, what candidates expect from new jobs, and how organizations can create an environment that encourages professionals to attain their full potential. Despite a heavy emphasis on autonomous technology, at SourceMatch we believe that human interaction is by far the one that candidates will remember best from the whole hiring process. So what are you doing to make sure that whether they are selected or not for a job, candidate’s will have a lasting positive impression of your organization, brand, and employees?

Sources:
ideal.com/ai-recruiting/
www.digitalistmag.com/future-of-work/2018/06/29/should-you-hire-for-experience-or-potential-06177338
theundercoverrecruiter.com/global-stats-recruiting-trends/
www.forbes.com/sites/serenitygibbons/2018/08/16/how-ai-can-make-recruiting-more-efficient/#186f43c52acc
www.shrm.org/ResourcesAndTools/hr-topics/talent-acquisition/pages/many-job-seekers-are-ready-to-work-with-ai-chatbots.aspx
medium.com/ansaro-blog/introducing-ansaro-767a1aaccbe
www.inc.com/springboard/5-reasons-to-hire-for-potential-over-experience.html
syndeohro.com/3919-2/
www.recruitment-international.co.uk/blog/2018/02/70-percent-of-millennials-want-flexible-working-options-research-finds
ideal.com/stats-candidate-experience/

hiring.monster.com/employer-resources/recruiting-strategies/talent-acquisition/candidate-experience-best-practices/

hiring

Recruiting – Candidates and Hiring Managers

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The dynamic between candidates and hiring managers
Hiring someone is just like a dance. In a firm, out of necessity, someone requests a new position to be filled at which point a recruiter steps in and starts the hiring process. A team is formed and the one in need is appointed as the hiring manager, meaning that he is the ultimate decision maker, the one who must give the stamp of approval about who is hired. This is the moment the dance begins. Because the hiring manager is the key member of the recruitment team, the recruitment choreography is structured according to his needs and wants. He is the initiator of the position and he becomes the center point of the employee selection team. The human resources team will cater to his needs with every step of the hiring process.

What hiring managers look at
Hiring managers are involved in every aspect of the employment process and they are the visionaries who set the tone (hopefully!) for the ideal candidate profile. It is an art to come up with the ideal candidate’s profile because one needs to know the ins and outs of the job. When a job order is created, the hiring manager gathers all the insight he has on a particular job and conveys that into specific details on not only what the job is like, but also what the ideal candidate would be like. At this moment, the recruiting team opens up for applications process. They select a group of well-suited candidates and give them the chance to show how they would synchronize their own combination of qualities and experience with the job’s requirements. The spotlight is on them and the hiring manager watches them perform with a scrutinizing eye.

First impression. The candidates put forth the best they have
The candidates step on the stage. Some are shy and some are bold and usually, all of them are prepared as they know that their future depends on their performance. They showcase their talents on that stage, but little do they know that their performance is watched before they start dancing. You see, the hiring manager is smart and wants to know how the candidate moves in his natural environment, in his day to day life. So, he does a background check. This involves every single digital record he can find from Facebook to public information. He might even ask the receptionist what kind of a first impression the candidate gave. You might find this to be quite sneaky but in the end, it’s the smart move to make. The hiring manager always acts in the best interest of the company.

An in-depth look – interviewing
At this point, the candidates made their first move before the hiring manager had the chance to demonstrate who they are and what they can do. And if the way they danced so far screamed “likable” they are validated for the next step in the hiring process: the interview. Up to this point, nonverbal communication was key. But from now on words are gold. At this stage, the candidates move forward with their words. If they master small talk, they are hired. You might be tempted to think that their technical skills are the most important, but, no. You see, they wouldn’t have gotten the chance to perform in front of the hiring manager if they wouldn’t have had the technical skills beforehand. By this point, the focus is on the interaction. The hiring manager wants to see if the candidate would be a fit for the job. By this, we mean that he needs to get the feeling that if he would make the hire, the new employee would not disrupt the job workflow. He will step in and through well-orchestrated questions, he himself will “dance” with the candidate in order to understand the candidate’s skills, attitudes, and perseverance.

The role that intuition plays after an interview
Now the stage is empty, but emotions run high. The candidates try to figure out what they did wrong and the hiring manager is left alone with his most trusted friend, his gut instinct. If he makes a good hiring decision, he will be fine with it but he wants to make the best choice so he will sleep on it. The hiring manager uses the knowledge he gathered along his years of working in a certain field and decides based on the way he feels about each candidate. Although his decision will be based on more of an implicit thinking pattern it will be a well-motivated one. He will assign the role to the best candidate from a technical perspective, as well as from the way he performed regarding his interpersonal skills.

Why SourceMatch?
Being in the recruiting business for more than twenty years, SourceMatch has an in-depth knowledge of the hiring process. We know every single building block pertaining to recruiting. We can assist with identifying the hiring needs, how to create job descriptions and how to post and promote these jobs. When it comes to screening candidates, SourceMatch has the best compliment ever: clients keep coming back for more. If it’s challenging to find and reach candidates at the right time and place to go through your hiring process, you are not alone! Most companies have difficulty in filling jobs, especially because of the skills gap. SourceMatch has a hiring choreography tailored to your needs. Let’s dance!

Artificial Intelligence in Recruitment

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Artificial intelligence, known as AI, is progressing rapidly and we see it in many forms today.
Before thinking about implementing AI or machine learning in your organization’s processes, you have to make sure you understand completely the new technologies.

What is Artificial Intelligence (AI)?
As there are many definitions out there, we list 3 of them below.

1. According to Merriam Webster:
a: = a branch of computer science dealing with the simulation of intelligent behavior in computers
b: = the capability of a machine to imitate intelligent human behavior

2. According to Britannica:
= the ability of a digital computer or computer-controlled robot to perform tasks commonly associated with intelligent beings.

3. According to English Oxford Living Dictionary
= the theory and development of computer systems able to perform tasks normally requiring human intelligence, such as visual perception, speech recognition, decision-making, and translation between languages.

How about machine learning?

SAS defines machine learning as “a method of data analysis that automates analytical model building. It is a branch of artificial intelligence based on the idea that systems can learn from data, identify patterns and make decisions with minimal human intervention”.

So how do these change the future of recruitment?

One of the greatest challenges businesses face today is recruiting in a market where suitable talent is scarce. It’s also critical for a business’ success to find and retain the best talent.

AI can make onboarding easier, and a first impression many times leads to a positive first impression of an organization’s processes. New hires are provided with helpful information in order to make their work lives easier right on the first day of work, and then timed based on the various stages of integrating into the work environment.
According to Jill Hauwiller (Leadership Refinery), AI will revolutionize how companies screen resumes and candidates in their databases; also, building and maintaining authentic, professional relationships will help people stand out and land the interview.
Korn Ferry Global Survey’s results on nearly 800 talent acquisition professionals, show us that 63 percent of respondents say AI has changed the way recruiting is done in their organization, with 69 percent saying using AI as a sourcing tool garners higher-quality candidates.
Machine learning technology can automate processes like programmatic advertising (the process of purchasing ad space through a software, and relying on complex algorithms to deliver advertisements contextually).

One question still remains: are organizations ready for AI and machine learning? Does the labor force have the right skill sets in order to use new technologies and tools?

Let us know your experience by leaving a comment below.

Sources:
https://www.kornferry.com/press/korn-ferry-global-survey-artificial-intelligence-reshaping-the-role-of-the-recruiter
https://harver.com/blog/machine-learning-in-recruitment/
https://grid.bullhorn.com/key-findings/na/

Recruiters and Hiring Managers. Connection and Disruption in the Recruiting Process

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Recruitment: a plus or a minus
One of the important functions of a solid business is the Human Resources department. It deals with aspects such as compensation, benefits, new employees, recruiting, training, organizational development, and culture. It is also meant to act as an adviser to senior staff, providing clarity regarding the impact of their operational, financial and performance planning on people. However, the topic of recruitment attracts considerable attention in most organizations. It is estimated that U.S employers spent in recent years no less than an average of $140 billion annually on recruitment activities. The recruiting process has a direct impact on an organization’s bottom line. Those organizations that excel at it, experience 3.5 times more revenue growth and twice the profit margin as opposed to all other employers who will rather see recruitment as an expense due to the lack of return on investment.

Recruitment is about one common objective
We know that hiring the right employee for the right job isn’t easy and hiring them at the right time can be even more challenging. Employers have the power to decide which type of people they want to hire and what strategic message they’re sending to reach the targeted professionals. Done poorly, an organization’s recruitment efforts will generate job applicants that are unqualified and will miss the highly qualified ones because they were unaware of a job opening. Whether we talk about an organization’s senior management, hiring managers, or recruiters, they all have different expectations when they think about recruiting. Senior management thinks in terms of strategy, growth, and bottom line. Hiring managers will focus on tactics and short to mid-term projects goals. Recruiters will think in terms of identifying possible candidates, assessing their skills, behavioral and cultural fit, as well as making the tight deadlines that come with growth. Despite their apparently different expectations, all stakeholders active in their organization’s recruitment process have one objective: getting the right people on board.

Do your homework
Among the most important factors influencing the recruiting process is the hiring manager’s perception of the candidates that are being presented by the recruiter. Even within the same organization, the hiring managers are the recruiter’s clients. This is why an evaluation of how well recruiters serve the hiring managers’ interests and needs is required.

Here are a few reasons that will lead to the failure of the recruiting process:
a) Recruiters don’t have a good understanding of the type of candidate that hiring managers require;
b) The recruitment process takes too long;
c) Recruiters forget to keep hiring managers updated on the status of the recruitment process;
d) The intense use of the e-mail by the recruiter;
e) No interaction with the hiring manager and lack of proactivity.

Some of these might be the result of poor communications between hiring managers and recruiters. Others may be caused by the fact that hiring managers are unclear about what they need in a new hire. A slow process can be caused by not acting quickly when it comes to reviewing job applications and scheduling interviews. To avoid all these obstacles, recruiters must work directly and closely with the hiring managers to develop a list with realistic expectations for each job opening. The recruiter should take time to understand what the hiring manager appreciates most about the people who are currently doing well in their team. Looking at the current team members and what made them a good fit is useful to determine both tangible and intangible factors influencing the recruitment and hiring processes.

Communication is key
It’s estimated that 80% of recruiters think they understand the requirements of the jobs for which they recruit, and only 39% of hiring managers agree with it. Such a disconnect is detrimental to all parties involved in the recruitment process and can lead to a loss of time and money.
Recruiters are responsible to educate the hiring managers on whether expectations are realistic when correlated with the labor market.
Recruiters should always keep the hiring manager updated about how things are progressing throughout the process and ask for information rather than wait for the hiring manager to contact them. On the contrary, recruiters ought to focus on creating a collaborative process in which all parties are aware of the hiring status, and can at any time connect to the company’s applicant tracking system for most recent updates. Technology has made communication much more accessible and streamlined through smart recruiting software applications that are synchronized across all available platforms.

Recruitment strategies and processes
By communicating the right values ​​in your job advertisements to properly on-board candidates, the recruitment strategies you use can make or break the hiring process. Here are some that you should try.

Your brand is important
Probably the most important element in attracting, hiring and retaining talent is Branding, and it’s the most difficult. In fact, 72% of recruiting leaders around the world agree that branding has a significant impact on employment.
Having a strong employer brand is a great way to attract great applicants. However, it is not easy, it requires a significant investment of time and money.

Introducing an employee recommendation system
Unlike employer branding, starting a program that helps identify potential new hires does not cost you much and can get you results pretty quickly. Here are some benefits that come with this kind of initiative: lower recruitment costs, reach professionals that otherwise might not have applied for your openings, shorter timeframes to fill positions, and in essence less money spent on hiring.

Don’t neglect the passive candidates
Passive candidates can be a real treasure if you take the right approach to reach out to them. Note that most of them don’t have an updated resume or aren’t motivated to apply. The good news is that an estimated 85% of the workforce would gladly change their job for better opportunities. It’s all about portraying them in a way that’s transparent and detailed enough to determine a response.

Focus on publishing an accurate job description
Make sure your job ads are proofread, double-checked and accurate. If you are trying to find the right candidates for your job offer, It’s important that their first impression of your organization and digital presence is a good one.

Improve your job interview
According to LinkedIn research, 83% of candidates had a negative experience during an interview and most wouldn’t have applied for the job had they known. To avoid bad interview experiences ensure that your candidates receive all the information they need about the role, that they’re asked meaningful questions, and that interviewers show genuine interest in understanding their career.

Conclusion
We all are aware of the fact that the world of recruiting is growing rapidly, and while these strategies are helpful this year, it’s very probable that in the years to come these might not be trending anymore. Keep learning, researching and adopting new ways to attract the best talent in the market, since people are key to a company’s ability to thrive among competitors! At the same time, not all these recruitment strategies will work the same for all companies. Our advice, in order to advance your hiring process, try, improve and customize them, and adjust them to your organization’s needs.

US Employment Statistics by Industry

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What are the top industries where employment numbers have increased?
Whether we are talking about the private or the public sector, the following industries continued the upward trend in 2018: construction, manufacturing, retail trade, education, health services, professional and business services.

From one year to another (December 2017 to December 2018), payroll employment (referring to the number of U.S. workers in the economy that excludes proprietors, private household employees, unpaid volunteers, farm employees, and the unincorporated self-employed) rose by 2.6 million (1.8 percent), compared with a gain of 2.2 million for the previous 12 months.

 

The employment growth has a positive effect on the economy. For instance, it affects large, multinational as well as small, regional organizations’ demand for talent and their ability to recruit the best candidates. In order to have an advantage in a competitive struggle for talent, organizations need to be aware of the current economic trends and the effect they have on the labor market.

High employment makes attracting and retaining the very best employees a little more difficult.
Organizations should think proactively and integrate workforce planning into their business planning process in order to stay ahead of talent shortages (if the case) and increased competition for talent.

Workforce planning can actually help organizations analyze their current workforce, and more importantly, determine future workforce needs, to identify the gaps between the current and future workforce.

Organizations are reaching out to recruitment solutions specialists, who are experts in recruiting and retaining people with the benefit of a consultative partnership. In that scenario, the provider acts as an extension of an organization’s HR department, helping to streamline the recruiting process (sourcing, assessments, in-depth interviews, and selection).

Forecast
Total employment is projected to grow by 11.5 million jobs over the 2016–26 decade, reaching 167.6 million jobs in 2026 and industry employment is projected to grow at a rate of 0.7 percent per year until 2026 (projections before 2016), faster than the 0.5 percent annual rate from 2006 to 2016 but much slower than rates seen during the decades leading up to the 2007–09 recession.

 

Sources:
https://www.bls.gov/opub/ted/2019/payroll-employment-rose-2-point-6-million-in-2018.htm?view_full
www.bls.gov/emp/ep_table_201.html
https://www.bls.gov/news.release/ecopro.nr0.htm