5 tips for modern and efficient recruiting management
More flexibility and freedom, job offers regardless of where you live, and all this in a digitized environment: The Covid-19 pandemic has not only changed the world of work, but also what job seekers expect from companies. This development poses new challenges for the recruiting industry when it comes to finding the right professionals. Keeping an eye on current trends, setting up a modern recruiting management system and making sensible use of smart tools - you can find out how to successfully implement these and other tips here.
1. Define the right requirements for new employees
While companies used to often look for professionals who bring the broadest possible range of skills to the table, the trend today is to increasingly divide the hard skills within a team. Simultaneously, more attention is also given to soft skills: What social skills do applicants bring to the table and how do they act within a group? If certain qualifications are needed internally, this is precisely what is sought. This way, a team of individual personalities and knowledge is created, in line with the motto “learning from each other and growing with each other”. Different perspectives and approaches also ensure that the company’s expertise is expanded through regular exchange and that internal know-how is consolidated and constantly enhanced.
IT specialists are increasingly needed
In the course of digitalization and the associated technological advancements through automation, cloud computing and the like, data volumes continue to increase. In order to continue to ensure quality in dealing with this and to exploit the potential that arises from it, there is a need for suitable specialist personnel in the areas of user experience and data analytics. Recruitment agencies then benefit from software solutions with intelligent and AI-based search algorithms in their search for the right professionals. This way, they can get in touch with promising talent at an early stage and according to the active-sourcing approach.
2. Employee-centric: Focus on the individual
So instead of remaining in role-based planning as before, it is necessary to move to a skills-based organization. This can be done, for example, with the development of individual employees, such as through targeted retraining and further education measures. While employees are encouraged and supported to deepen and broaden their interests and skills, companies benefit from the knowledge they gain, can make it available and use it strategically. A learning organization thrives on the fact that existing knowledge is continuously expanded through individual learning and thus grows continuously. Companies should therefore take advantage of every opportunity that presents itself to offer employees the chance to do so. At the same time, conscientious and proper documentation of these training measures is necessary in order to maintain an overview of the measures carried out and to be able to profit from the newly acquired know-how.
What does this mean for recruiters? Today’s employees are looking for opportunities to develop professionally and expect companies to support this process. At the same time, employers also want to get a sense of how engaged applicants are and want to contribute and grow. For recruiters it is important to know how companies deal with training opportunities and how the needs of applicants can easily be documented. Contemporary recruiting also means keeping an eye on current recruiting trends and informing and, if necessary, sensitizing customers about them.
3. Transformation of the management culture
90% of the participants surveyed for the Boston Consulting Group’s Creating People Advantage Report 2021 view the category “People and HR strategy” as a topic that will be highly relevant in the future. More than 600 people from 113 countries and from different hierarchical levels took part in the survey. In second place (out of 32), with 88% each, were “Employee engagement and well-being” and the general development and training of senior executives.
Involve Human Resources as a strategic partner
HR departments should be involved in personnel changes from the very beginning, as they are either directly responsible for finding suitable employees or are in contact with recruiting service providers. HR acts as a point of contact and makes the wishes of employees and applicants transparent. This way, the right requirements can be placed on skills and employees in order to support a transformation of the management culture.
Skills in demand in the management area:
- Build and foster bonds
- Create an environment for testing and learning
- Allow and leverage failure
- Empathy
- Transparency
- Integration
The traditional and business-oriented model is thus changing in that rigid approaches are being broken down and supplemented by new approaches. This includes establishing an active approach to change and taking advantage of opportunities to evolve.
Creating a supportive and safe environment
Taking risks can broaden horizons and change perspectives. To be successful with it, however, companies need to create a safe environment. For example, for an improved sense of community, responsibility can be shared among several people instead of resting on the shoulders of individuals. In addition, there should be freedom for trial and error, where teams can test out different approaches and play out different scenarios - future risks can thus be tackled more boldly and decisively.
What does this mean for recruiters?
If internal restructuring is on the agenda in terms of change management, companies should talk openly about the planned changes when cooperating with recruitment agencies. Open communication contributes to a more precise recruiting focus and increases the chances of being able to fill vacant positions in a qualitatively better and long-term manner. In addition to the right employees, suitable software also plays a major role in success, helping to identify suitable professionals and secure a competitive advantage in the hiring race.
Recruiting agencies can rely on outside help in such cases: Technical service providers with software solutions in the recruiting field know exactly what requirements recruiters face on a daily basis and what it takes to streamline processes and make them more efficient. Tailored tools and smart functions relieve the workload on recruiters and automate repetitive tasks, such as reviewing applications, analyzing CVs, creating mailing campaigns, document tracking and optimized project management.
4. New Work: Integrating modern forms of work
Digitalization is leading many companies to become increasingly modern, to rely on smart technologies and to introduce more flexibility into everyday work life. New networking options are simplifying arrangements, cloud computing is making it possible to access systems independently of time and place, and forms of work such as mobile and remote work are being established. For the recruiting industry, this means that, depending on the customer order, the areas covered are also becoming larger and larger. More potential candidates are reached for job offers. With the right software for the recruiting sector, top talents are displayed directly on Google Maps, for example, and suitable jobs can be added at any time and from any location.
5. Consistently focus on digitalization
If you don’t invest in your own structures, you’ll soon find yourself trailing behind the competition. Digitization should not be seen as a chore, but as an opportunity for progress: Work processes can be simplified, tasks can be automated, and employees can receive effective support through intelligent and intuitive software that offers the potential to motivate in the long term. With aifind, the cloud software for recruiters, you bring speed and ease to your processes and benefit from a powerful solution - developed by recruiters and adapted to specific requirements and needs:
- Activity tracking of profiles and campaigns
- More efficient project management
- Sales analytics for transparent data evaluation
- CV analytics for precise results
- and much more
Conclusion
The world of work is in the midst of change. However, many companies are confronted with new challenges as a result, whether from customers or internally through their own employees. Actively addressing these opportunities for further development and utilizing and exploiting the potential offered by digitalization, modern technologies and new forms of work is one of the main concerns. Modern recruiting management is characterized by keeping an eye on relevant topics from the industry and knowing what is important to candidates in their search for a job.