AppointmentPlus Blog

The Year’s Top 5 Recruiting Trends

More than halfway through 2016, it’s quite clear that last year’s HR shifts are still alive and kicking. In case you’ve been living in some kind of HR cave (perhaps snuggled up with a blanket of resumes and a policy manual for a pillow), I’m talking about the fact that today’s digital world is impacting how HR pros recruit and retain talent.

At the beginning of the year, the Society for Human Resource Management (SHRM) published an overview of 5 noteworthy recruiting trends. Today, we’ll dive deeper into that data to explore how scheduling software can help recruiters keep up with these changes more productively, and in the process attract top talent that will stays the course.

1. BUILDING THE EMPLOYER BRAND

Today’s candidates are, as SHRM puts it, “more sophisticated job shoppers.” Applicants expect to get a feel for a company’s culture from the very first interaction.

While doing things like creating engaging recruiting materials or building your social media presence will help highlight your employer brand, smart HR managers know that the real key is improving the quality of your applicant interactions. After all, the hiring process is where candidates truly get a taste for how your organization operates and treats people.

Because it allows candidates to self-schedule interviews, and offers them automated appointment confirmations and reminders, online scheduling software is a great way to showcase your employer brand right off the bat.  Incorporating an online scheduler into your hiring process demonstrates to talent that you value your employees’ time. It also earns you cool points as an innovative and efficient user of new technologies.

2. INCREASING TALENT ANALYTICS

As Sarah Brennan, CEO of talent advisory firm Accelir and founder of the HR Tech Blog puts it in SHRM’s trends piece, “I know this is a scary thing for HR to hear, but for too long HR has gotten a pass on lacking analytics because it’s a ‘people person’ job or the technology to do it wasn’t affordable. In 2016, neither are valid.”

Message heard loud and clear: Get with the times and start storing and analyzing employee data.

Unfortunately, the work of storing and accessing applicant data across multiple platforms has long been viewed as a tedious process. But appointment scheduling applications, when integrated with other digital recruiting tools, can help your organization easily collect and store this information.

In addition, quality scheduling software offers a range of reporting options. Want to see what positions tend to fill more quickly? What about a quick assessment of your no-show rate? An online scheduler allows you to do this and more.

3. BROADENING THE SOURCING SCOPE

One of the challenges of the current HR landscape is a lack of qualified candidates in an ever-growing job market. Scheduling software can boost your passive applicant planand help you broaden your hiring scope in more creative, less formal ways.

How? An online scheduler makes it easy for candidates to apply and self-schedule interviews (some systems allow recruiters to email a link to candidates that gives them access to the recruiter’s schedule), and simplifies the recruiter’s tracking process by providing the hiring team with status updates.

The result is that passive candidates can book time to meet a hiring team without any of the traditional back and forth of phone calls. Job seekers are happy because the process moves quickly and discretely, and recruiters are happy because of the tremendous productivity boost.

4. REPAIRING THE CANDIDATE EXPERIENCE

Let’s face it, the typical, “old school” hiring process can be a pretty grueling process for candidates and recruiters both. Tedious email threads to confirm availability, reminder phone calls that turn into endless games of phone tag—these methods are not only dated and time consuming, but also can quickly diminish a candidate’s enthusiasm for your organization before they even walk in the door.

An online scheduler removes this back and forth, and puts some of the power back into candidates’ hands—an important factor for today’s top job seekers. The current crop of applicants expects more from hiring companies when it comes to ease and efficiency of communication.

“Every single candidate touch point—the online application experience, each interaction with the scheduler, the preparedness of the interviewers, the turnaround time in communicating with candidates, the way an offer is delivered—reflects on the employer,” says Leela Srinivasan, chief marketing officer for Lever, in a SHRM blog. “If you’re missing the mark, the world soon knows about it due to sites like Glassdoor, and highly skilled people juggling competing offers will certainly factor their experience as a candidate into their final decision, so it impacts offer acceptance rates.”

5. INTEGRATING HR TECHNOLOGIES

According to the SHRM trends study, “experts predict that HR technology consolidation and cross-platform expansion will continue this year, but at a slow, incremental pace, as talent acquisition technology shifts into new areas.”

One of the many benefits of scheduling software is that it can easily integrate with other digital tools in your HR tech stack to create a powerful suite of applications that streamlines your work flow.

Does all this sound intimidating? Not to worry. Take a deep breath, address the points above in small bites, and step-by-step you’ll come closer to being as productive and on-trend as the talent you’re trying to recruit.