Tips to thrive in the 2021 recruitment market
Although many of us are keen to see the back of 2020 and start 2021 fresh, many of the changes brought on by COVID 19 are still lingering, with some here to stay for the long haul.
Whether it is the effects of high unemployment or social distancing restrictions, recruiters and HR professionals should prepare for changes in the marketplace. With the current market experiencing a higher number of candidates, more contract roles and a need for stronger compliance and probity checks, recruiters and HR professionals should turn to technology to help them stay ahead.
Here are five technology tips to help you thrive in 2021.
#1 Embrace Automation and Customisation
With the unemployment rate still high at 6.8%, you need to be able to manage a high number of candidates applying for new roles and locate the best applications fast.
In order to do this, you need to automate as much of your recruitment process as possible, so you are not spending all your time on administration. You can save significant time each day by looking at how you automate the hiring process, from posting job adverts to screening CVs, interviewing candidates, completing reference checks, and even sending letters of offer.
Whether you want to automate the end-to-end process or choose specific tasks, it’s a process that you can design around your needs. Today, it is more important than ever to have an ATS that can be customised to your workflow/recruitment process. If your ATS can’t do this, you should start shopping around for one that can.
#2 Utilise Candidate Self-Service
Again, to help manage a high number of candidates, your ATS should be able to provide a way for candidates to update their information that feeds directly into your database. By getting candidates to directly update their availability, CV, contact details, skills, experience, photos and references directly into your ATS, the candidate knows you have their current information and you are able to identify the best candidates for a role instantly.
Self-service benefits shouldn’t stop at updating your database either. These portals allow candidates to simply log in from your website and access guides, training materials and tips for the job application process, all hosted within your ATS. You can include anything from tips and techniques for mastering interviews to resume writing services. The best thing is that it helps support your candidates in their search for a new role without using too much of your time.
#3 Build a solid candidate database for contract roles
COVID has left many businesses feeling uncertain about the future and therefore hesitant about bringing on more permanent roles. We are seeing employers looking for and using short-term contracts for more skilled/specialised traditionally full-time permanent roles like developers, designers and marketers.
If you have always been focused on filling permanent roles, then your first challenge will be growing the number of candidates that are interested in short-term contracts or temporary roles. It is important to bring in new candidates but be sure not to overlook your current database.
Make sure you are also asking your current candidates whether they are interested in applying for both permanent and temporary roles and talking them through the pros and cons of both. You may be surprised how many are open to temporary or contract roles.
The challenge will also be having enough candidates with the right skills to fill roles. Much of the growth in contract and temporary roles is in specific, skilled areas, so make sure you are across what roles are in high demand and build your database in these areas.
#4 Pre-screen large candidate pools quickly
One area recruiters and HR professionals can really benefit from is pre-screening tools that screen out candidates who don’t meet the minimum job requirements, and even notifies them by email, before you have even looked at a job application.
You can also seamlessly integrate video interviewing into the process. Through your ATS, you can select those candidates you would like to video interview, and then automatically send them the questions and instructions. You can then review the videos as they come in and make a more informed decision as to who you will progress to the all-important face-to-face interview stage.
#5 Utilise technology to ensure probity
With less face-to-face interviews occurring due to social distancing restrictions, organisations are relying more on additional tools such as psychometric tests and reference checks before they make their final hiring decision.
Adding these additional hurdles for candidates can be time-consuming, so look for a flexible solution that can integrate with your ATS. One worth checking out is Referoo. This home-grown reference checking tool was started by two recruiters who were frustrated with the reference checking process and they apply this first-hand knowledge to address the real challenges recruiters face.