ALC - CareerArc blog

There is a misconception that HR and recruiting professionals’ jobs are done when new hires accept an offer. Today, it’s not simply enough to attract and hire potential candidates—you must also make that employee feel welcome long past day one by building their morale over time and retaining them as top talent. While the new employee’s team and manager will show them the ways of their direct responsibilities, there are other components to onboarding that fall outside of day-to-day duties. Overlooking opportunities for team building within an employee’s first few weeks could result in an early exit. And outside of not wanting to lose a new hire before they can reach their full potential, hiring new talent is more costly—in time and money—than retaining existing employees.

Record low unemployment rates and record high quit rates have HR and recruiting professionals looking for creative ways to recruit employees. While tried-and-true recruitment strategies, like posting jobs on LinkedIn and Facebook, still have their place, the tight employment market calls for creative tactics—especially to reach passive job seekers that may not be active on job boards. 

If there is one guarantee within the labor market today, it’s that it will only be more competitive tomorrow. As hiring becomes more aggressive with each passing minute, a global skills shortage is soon to become—if it’s not already—a top concern for recruiters and HR professionals alike. This only makes understanding the factors that impact your brand’s approach to finding, attracting and retaining top talent even more important. When surveyed, 90% of recruiters from over 400 global offices shared that they believe today’s hiring landscape is candidate-driven. With that in mind, candidate experience becomes a direct line to supporting your recruiting efforts. On the flip side, candidate experience can also contribute to your company’s demise—even if inadvertent.

Discover The Latest Trends in HR Technology You Should Deploy Now

With today’s highly competitive candidate market, you need new hiring strategies and recruitment techniques now more than ever.
Here are the latest trends in HR technology and how you can use them to boost your recruitment efforts in today’s competitive marketplace.

Social recruiting is the activity of leveraging social media platforms to advertise job openings, recruit candidates, and communicate company culture. There are short-term advantages of using social media for recruitment and some quick wins, like increased page fans and general brand exposure, but there are long-term benefits as well.

Social media can put a face to your company’s employer branding strategy by depicting the personality behind your business and showcasing your ideal representation of company culture. Much like with your own personal social networking pages, sharing the day-to-day happenings of your brand can help cultivate positive impressions—and eventually attract top talent too. After all, businesses today are having to look beyond posting on traditional careers websites and pages with a reported 68% of millennials visiting employer’s social media properties specifically to evaluate an employer’s brand. Eyes are on your company’s social media pages—whether you’re ready or not.

In today’s modern hiring ecosphere, power has shifted from the employer to the candidate. With talent taking the driver’s seat throughout the recruitment process, critical components of employers’ conventional hiring methods have to adjust. As talent acquisition leaders and professionals, you have to be strategic, dynamic in your approach, and willing to step outside traditional tactics. Here are eight online job search statistics that can help you better understand and navigate modern day hiring.