Out With the Old, In With the New: We Report on Emerging Recruitment Trends


As the leading low cost online recruitment agency, we understand how crucial it is to keep abreast of the ever-changing world of recruitment. As society advances ever further, so must the techniques we use to attract and recruit talented candidates. Here, we look at three emerging trends highlighted by Harvard Business Review as well as some we have noticed ourselves, helping companies make the most of their hiring.

Analyse This!

Anyone working in web-based industries will understand the importance of a modern analytical process; searching out algorithms and developing detailed knowledge of a business. In terms of recruitment, it is behavioural analytics that could hold the key to creating better hiring processes.

Behavioural analytics data can give answers as to which employees are the most successful within their department and where they may excel elsewhere. It can also help to create diagnostics for both individuals and departments as wholes, allowing for quicker identification of top internal talent.

A Web of Intrigue

It is not just behavioural analytics that can help to determine talented employees or candidates; discovering and analysing an employee’s digital footprint outside the workplace can help managers and recruiters work out things like IQ, cultural fit and personality – this is known as web scraping. However much information can be gleaned from web scraping, it has ethical implications which could lead to a mistrust between candidate/employee and employer. Judging a person based on their social media history, particularly on sites intended purely for social interaction, can be a risky path to go down.

There are companies now set up aimed at helping people clean up their lives online, removing any photos or comments which may be taken out of context by recruiters or employers but web scraping is still popular – and on the increase.

Game, Set, Match

Gamification has become a buzzword for many employers and recruitment agencies as it offers candidates a chance to have fun while they give out valuable information about their potential. Companies can create games and apps with IQ and personality tests marketed within an enjoyable format.

However, it currently costs businesses more to hire a game or app developer than it would to create a simple IQ or personality survey. Having said that, as gamification reaches new levels, it may be possible for even SMEs to create their own games which work at finding the best candidates possible.

Social Butterflies

As a solely online recruitment agency, we are privvy to the power of social media and mobile. The large majority of candidates now search for jobs via a company’s social media page or smartphones due to the benefits of speed and ease of use. We use both social media and mobile recruitment methods, and by growing our social media presence cross-platform by hundreds of followers per month, we amplify our reach and our advertisements get seen more frequently and by more people.

A recent study revealed that 43% of candidates search for jobs online, and with the world of apps at their fingertips, it makes sense for recruiters to take notice of apps that can help them identify talent. There are a range of apps designed just for recruiters to make the process that much more manageable:

• Talent X-Ray – This app is a sourcing tool for recruiters which taps into various social networks to find both active and passive candidates no matter where they are.
• Monster for Employers – Monster.com really is a monster in terms of recruitment, and their new app for recruiters allows easy access to thousands of CVs as well as tools to organise and contact potential employees.
• Recruiting News Feeds – Another app designed at offering recruiters access to the latest HR and employment news sources to stay ahead of the game and abreast of any industry changes.

With a huge number of apps and professional networks to choose from, recruiters are more able now than ever before to find thousands of talented applicants in modern ways. Traditional methods may work with certain demographics, but the contemporary candidate is very much online and it is online recruitment in all its forms which is soaring.

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