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/
