The professional environment and the way people search for jobs is changing rapidly thanks to technology, globalization and various other factors, which means recruitment as an industry needs to change to keep up. There is no such thing as a job for life anymore, and more and more people change their entire careers, not just jobs, several times during their lifetime.

If companies and HR teams don’t keep up, they won’t be able to attract the best talent, and this could have a significant impact on the future of the whole company. After all, a company relies on people. So how does the future of recruitment look?

There are some fundamental differences between current hiring practices, and what is required for Recruitment 3.0 so let’s take a look at some of them here:

1. The Best Candidates are not Looking for a Job Right Now

One of the key issues with traditional recruitment is that it involves contacting people who are looking for jobs, so those on job boards or signed up with agencies, however, the likelihood is that the best candidate for your position is not actively looking. Market research shows that only 10{ed162fdde9fdc472551df9f31f04601345edf7e4eff6ea93114402690d8fa616} of the people with the skills you need are looking for a job at any one time, so that means 90{ed162fdde9fdc472551df9f31f04601345edf7e4eff6ea93114402690d8fa616} of all the suitable candidates you could be in touch with are not looking. With traditional recruitment you won’t be talking to them at all so are missing out on a huge talent pool.

2. What Makes a Good Job Candidate?

Traditionally, a candidate is only someone who has applied to you for a role, and whom you have invited for an interview. They only became a candidate because of that process. Recruitment 3.0 aims to turn that assumption on its head and redefine a candidate as anyone out there who has the necessary talent. It is up to the company to go out and create the candidates, not just wait for them to come to your HR department.

3. A Good Employment Brand is Essential

While most companies spend a lot of money on their corporate brand for marketing purposes and to sell their products or services, not many spend time developing an employment brand to attract the best talent and showcase what it’s like to work for the organization. This is a key factor which needs to change for Recruitment 3.0.

4. Creating a Talent Community

No-one can dispute the power of the internet and social media to bring people together and create engaging communication, but very few companies are taking advantage of this when it comes to engaging with a potential new talent pool for their workforce.

Many create job boards or post jobs on Twitter, but this is outdated. Recruitment 3.0 is about building talent communities, using brand ambassadors to spread the word about how great you are at work.

This was a very quick summary of some of the fundamental changes which Recruitment 3.0 will bring to the world of job hunting and talent acquisition. Companies need to progress with their HR and realize that the new era of recruitment is about building communities by listening and engaging with new talent.

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In the professional environment, recruitment procedure has changed and updated itself with different versions across the decades. Currently, Human Resource departments are looking ahead to version 3.0, summarised by a need for considerable change in the way employees are hired to companies and adapting to the latest trends in job-seeking.

The concept was originally devised by Matthew Jeffery, a world-leading strategist in Recruitment and Branding. In 2011, he penned a document analysing the future of recruitment and how it would be impacted by updates to technology and company procedures.

A Several-Pronged Approach

As this occurs, previous recruitment models have gradually become obsolete, forcing businesses to keep pace with an ever-changing job market. Jeffery’s work identified six major trends that would be made more prominent in the years to come.

The first stated the importance of understanding that not everyone is looking for work. An HR department needs to skirt around this area and target those who are actively seeking employment. The second emphasised that everyone is a possible candidate, even consumers which encourage businesses to be more open with their recruitment process.

The third point argued for producing a particular employment brand, one which is highly recognisable and easy to engage with for applicants. It also gets a reputation for the business that goes beyond corporate identity, showing how it supports potential employees emotionally.

Point four engages with people psychologically, building a relationship that compels a candidate to apply for a business’ vacancy. Simply having a two-way conversation face-to-face is more personal than a blank set of company emails and can make a new employee feel more welcomed into a company.

Transparency and Moving Online

The fifth point promotes that you can’t control what people say, whether it’s an interview, appraisal or business meeting. Keeping an open channel with both employees and candidates is critical in this regard. The final point from Jeffery argues that building relationships and communities is key to adapting to each new employee.

The power of the internet and social media is also pivotal to this future of recruitment as it allows employers to communicate with thousands of possible candidates, communicating their current vacancies to attract more applications. However, Jeffery also said that while Facebook, Twitter and other networks have become de-facto job boards, they won’t immediately lead to fulfilled roles. Instead, they should serve as a tool to improve a company’s advertising while also engaging with potential candidates on a personal level.

Jeffery concludes his article by emphasising that a wide variety of skills will be needed to ensure a smooth and efficient process; this includes public relations, direct and indirect marketing, segmentation and Candidate Relationship Management (CRM) among others.

Considering his words: “What we do can make or break a company”, the nature of recruitment is sure to grow more important as the hiring process evolves into its third version. Depending on where technology progresses to in the future, this set of ideas could evolve even further.

(500 Words)

Keywords: recruitment, skills, employment, company, version, 3.0, Matthew, Jeffery, candidates, process, applications, people

Source: https://www.eremedia.com/ere/a-vision-for-the-future-of-recruitment-recruitment-3-0/

 

What you do on Social media speaks volumes about the kind of person you are. Recruiters are using Social media networks like Linkedin, Instagram, Facebook and Twitter, etc. like never before, to spot and hire the best talent in the industry. They also use these platforms to retain talent that is at risk of leaving. This is Recruitment 3.0 for you.

The first interaction that a potential worker has with the company is during the recruitment phase. It is important that this phase is carried out properly as fingers are usually pointed at the recruiter if the selected worker isn’t able to meet the expected levels of performance. Recruitment over the internet is a reality today and companies are looking beyond traditional methods of recruitment to hire talented individuals.

Recruitment 3.0

Traditionally, workers would upload their résumé against job offers posted by companies on their websites or even newspapers. Recruitment 3.0 works differently – potential candidates that are found suitable to fill the vacant roles in an organisation are reached out to by recruiters themselves. Social media users, who are keen to be spotted by companies, are also becoming increasingly careful about how they showcase themselves on the internet. Whether it’s their résumé, Facebook, Instagram and Twitter handles or their personal blogs and websites – they are all at the top of their game – they have to be.

Social Media & Hiring

Through social media, if the company wants intricate details about the potential candidate and wants to attract the best talent that could fit into its organization. Potential candidates too are looking out for reputable companies to work for and want to research extensively about the company. From what is it doing, what would it be like to work with them to whether their goals align. Essentially it all boils down to the fact that recruitment today is a two-way street where both the parties involved want to emerge as winners, and nobody wants to go home disappointed.

In the current market, a company’s reputation is of utmost importance to catch the attention of the limited pool of talent available. Companies have begun realising this and have resorted to social media to create a stronghold in the online world.

LinkedIn, in particular, enjoys unparalleled popularity in recruiting candidates – especially those of a higher grade. Welcome to the digital world where companies have gone as far as creating videos to advertise about their job openings. 

Social Media as the Game Changer

Whatever be the method of recruitment, it isn’t uncommon for recruiters to ultimately resort to social media to know more about the potential candidate. Activities of a candidate on the internet, social media, in particular, gives a great insight into the candidate’s personality and this also serves as an excellent medium to carry out extensive background checks of the candidate. It isn’t uncommon for recruiters to use the internet to validate the information that the applicant has provided – search engines like Google and social sites like Facebook give information about a candidate at the click of a button. 

Going by the pace at which things are going, traditional recruiters will soon lose out on thousands of potential candidates if they do not upgrade themselves to newer forms of recruiting like Recruitment 3.0.

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“If you meet the criteria, you get the job. If you fail to meet the standards or just get one of the interviewers angry by staring at them, you don’t.”

‘The process of hiring the best candidate for a job opening having the right skills, after finding them in an efficient manner.’

The definition of recruiting hasn’t changed over the years as well as the recruitment process either.

This changes with the arrival of recruitment 3.0, ushering in a new era for the industry. “So what is recruitment 3.0 exactly, how is it different from recruitment 2.0 or just recruitment?” Let’s jump right to the answer.

All of these points are lacking in the traditional approach to recruiting.

Make Recruitment An Engaging And Interactive Process

Every neighbour and their dog know how a general recruiting process goes by. Find a company looking for candidates with your skill set. Then contact the company with your CV and if you get selected, go past their selection process after which you get into the personal interview sessions.

Finally, if you meet the criteria, you get the job. If you fail to meet the criteria, you don’t.

This stagnant process needs an overhaul which is exactly what one of the elements of Recruitment 3.0 is.

By building an engaging process of recruitment rather than the same old non-distinguishable from the millions, you get more candidates interested. Instead of emailing CV and waiting for a long selection process, how about a live video chat with the said candidate after verification of their identity and documents?

Human Beings are social animals. We love to communicate our thoughts and ideas. Making recruitment processes transparent like this greatly piques the interest of potential candidates.

Don’t Take Your Brand For Granted And Provide Better Work Environments

Big brands rely on their market name to attract new candidates each passing year. However, they forget the fact that the market is ever-changing.

Candidates are continually being snatched up by relatively newer companies that offer more or less the same pay but have a more attractive offer. This can be either due to better facilities for employees or easier selection processes.

Regardless of the underlying reason, candidates are moving away from your brand. Many of them potentially among the best fits for those roles. All this because of you, a recruiter, may be failing to acknowledge the changing trends.

This is something that is changing this new recruitment process.

Don’t Assume All Candidates Are Looking At Your Job Offer

Sure, job hunt websites, advertisements and CV searching results promise of thousands of potential candidates for a particular role. However, they may not be the most ideal.

Consider this, while unemployed, even the most experienced candidate will search for jobs. But when this isn’t the case, like when he/she is already employed, things don’t work the same way. They might be earning less than what you offer, but due to lack of interest, such potential is wasted.

Recruitment 3.0 aims towards fixing this issue. Instead of thinking traditionally, and going for the minority of interested candidates, we broaden the pool by hitting the majority too.

Candidate Psychology Can’t Be Challenged

As expressed before, human beings love to talk, and if you as a company do not acknowledge this fact, then you are in for a surprise. When companies follow a strict work environment where any form of social gathering other than that in the same designation is shunned, it will negatively affect the company.

It’s 2017 already, people have become more social than ever. One bad move by a company towards one of the employees can start a textual wildfire over social media overnight.

Word spreads, people verbally state their disagreement, and unless you are one of the Fortune 500 companies having millions of dollars to fall back on, you take a big hit. Overnight, you have lost your candidates trust and thus their determination and also end up losing untrusting candidates to other companies in the long run.

The goal of the new recruitment process would be to provide very friendly and open environments that nurture the relationship between owners and employees and develop better HR teams.

These are the changes brought up by Recruitment 3.0, which in itself is steadily evolving. Unless employment leaders who have majorly ignored these points up to this point, embrace the changes brought up by the fast-paced world they risk being ruled out.

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Primary kw- Recruitment 3.0

Variants- recruitment 2.0

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