Rob Brouwer, CEO of Jobrapido, recently shared his views on the top five recruitment trends for 2023 to improve your talent acquisition strategy.
TREND 1: Personalisation is now a critical part of the talent acquisition strategy
Talent acquisition challenges are perennial. Post pandemic and the trend of Great Resignation, employees are on the move – seeking the right opportunity and the right company for their career path. It is a critical time for employers to ensure they are providing the best candidate experience.
The e-commerce model of personalisation – fine tuning the retail proposition for each of their customers’ preferences – is something which will have to become centre of stage for recruiters too. Personalisation needs to be an inherent part of the talent acquisition strategy.
The reality is candidates don’t want to receive generic ‘round robin’ pieces of communication. They need to feel that a recruiter/a potential employer ‘knows and understands them’ – not just their skills and ticking their ‘experience box’ but their preferences for the culture of a company too. Whilst some recruiters and HRs have been embracing digital marketing strategies for a while, there are others who have been dipping their toe in and will need to ensure they are fully adopting technology if they are to keep up with the candidate’s requirements and expectations.
TREND 2: AI is driving the personalisation experience and paving the way for Pay per Qualified Applications
Huge advancements in technology – enabled by Artificial Intelligence – mean recruiters and HRs are now able to gain many more valuable data insights on candidates. Intent Data can tell recruiters who is looking, what exact role they want, how active they are in their job search. It can build up detailed candidate personas and behavioural profiling – like e-commerce and other consumer brands. It can provide far more accurate matches than ever before and has a direct influence on the quality of the response. With a very targeted audience, this approach fast tracks and delivers on the promise of qualified candidates.
TREND 3: Fast Track Trajectory for programmatic marketing and integrated recruitment campaigns
The Old School approach of ‘Post and Pray’ relied on job posting, pay per job and pay per click, keyword matching but these communication campaigns simply scatter – gunned to a broad audience. This has resulted in recruiters having to invest significantly to ensure advertisements appeared on different sites and even then “hope” that the candidate was actively looking. Of course, there are no guarantees for the ‘match’.
There has already been a strong shift to programmatic recruitment which involve integrated campaigns and now this is on a fast trajectory. The campaigns deliver automated matching in real time and with content that is relevant to a specific customer. Instead of “Pay per clicks” it’s about Pay per performance/Pay per applicant. Instead of Keyword Matching it’s about taxonomy and semantic matching. Instead of broad audiences and mass marketing – the communication is personalised: so, again, relevance is the key. This is what is driving meaningful and valuable talent acquisition campaigns.
TREND 4: Virtual interviews are here to stay
Technology brands such as Zoom, Google Meet, Skype, Teams have all made the virtual interview scheduling process more far more manageable and straightforward. What started as a necessity during the pandemic is now accepted as the norm – many businesses plan to continue with virtual interviews as part of the hiring process. Others plan to have a combination of virtual and on-site interviews. It’s not only about the time and cost savings, but also allows businesses to tap into a much wider talent pool and increased diversity.
Technological advancements significantly facilitate recruiters in high volumes recruiting and on initial headhunting stages: artificial intelligence and top talent acquisition solutions are great at pre-selecting the most suitable targeted candidates. That saves a lot of HR’s time which they could dedicate to more sophisticated recruiting – where the ” human touch” is indispensable and can make the difference in finding the perfect fit for a role; in evaluating soft skills and the cultural fit during the interviews.
TREND 5: A new urge for Flexibility and Well-Being
Post pandemic, many more candidates are seeking a better work life balance. Many companies are much clearer that the old approach is not possible anymore and now seek different valuable ways to attract and retain their talent, while guaranteeing the best working conditions for their employees. One example of this search from companies are the different flexibility models the companies are looking for their workforce – remote working, flexible working hours, hybrid model are all trying to engage and empower the employees and make them feel their employers care for their mental health and well-being first.
Are you an HR professional eager to take on board candidates with the best skillsets on the market? Then check our site: Jobrapido is a global job search engine with a pool of high potential jobseekers. We can offer you the most competent targeted candidates on demand.