Recruitment is changing. Are you keeping up?

I began working in the recruitment industry almost a quarter of a century ago. I could never have imagined the changes, let alone view them as quite mundane and par for the course as I do now.

For example, automation is staggering and AI is transforming the things we do, what we want and of course our expectations. In addition we have the opportunity to compare and contrast and understand the bigger picture in every context. We are all more knowledgeable. The way we shop, entertain ourselves and what we expect from the people and companies we deal with, are very different in every respect.

So how must recruiters respond to the societal and tech changes that affect just about every facet of our lives? I have been thinking about this at some length and started to jot down some of the trends I have been seeing.

One of the biggest is the shortage of skills.

It’s affecting every single sector. In my sector especially that is Food Ingredients, the expectations and abilities are huge. Candidates not only have to possess considerable technical abilities they often require business acumen, managerial experience and be super flexible. It’s a massive ask and companies often fail to recognise their massive demands.

Coupled with the fact that candidates also demand much more than in the past recruitment is very different. Therefore I thought I would outline some of the changes I have seen.

What is the top change in recruitment practices and concerns?

One of the biggest changes is the fact that candidates demand more than a ‘thanks but no thanks’ kind of relationship. People are important and companies are beginning to realise this. As a consequence candidate experience is not an after thought. Generation Z is definitely into working for socially responsible brands and they know they have a significant part to play. With so much opportunity and dare I say it, lack of loyalty at times, organisations need to work hard on creating an experience that is unique at best and bloody good at worst.

So, how do you create an unique candidate experience?

For a start you need to ditch the automated messages. A personalised experience makes the world of difference. As recruiters we work as ambassadors for companies to sell the brand as a potential place to work. We often talk to candidates who may not even be on the look out for a job. However, if you sell the right opportunity that truly appeals you might be surprised at the result.

We have seen Glassdoor rise in prominence. This is where people write about their experiences with companies on a public platform. It can be toe curlingly embarrassing to read what is written there. Automation is great for doing mundane jobs but person-to-person communication should never be left to a bot.

If employee experience is worth sharing, then yes, it will be shared.

However, ignore it and you might be shocked at what might be written about your company. People do not hold back. Therefore it really is worth considering just when the company/employee relationship really starts. Remember, people are free with their opinions and will share them whether they are good or bad.

Reputation Management is important.

Potential candidates will experience bad press about you long before they even consider you as a potential employer. Reputation management, therefore, plays a significant role in attracting staff. That reputation management should truly reflect an organisation. It’s not a cover up. Companies should be proud to demonstrate how they look after staff and also the loyalty staff show to them. Millennials are particularly keen to develop relationships and are far less hung up over salary alone.

As recruiters we do a lot to create tangible assets that help to underscore the value a company can bring to a potential employee’s career. Do not underestimate the need for an ambassador when you are looking for key members of staff.

Are you looking for soft skills?

Do not shy away from asking for video submissions

We are also seeing a change in the way employers and potential employees interact. Soft skills are very important. Also video helps organisations place more trust in their candidates profiles as they show off their personalities. These videos demonstrate more than a CV. Companies can see the people they might call to interview, they can see their creativity, their comfort with tech and also their individualism. These are all key skills in the contemporary workplace. If you have shied away from asking for video submissions now might be the time to start.

Finally if this has made you think again about how to attract top candidates for key jobs in the food ingredients sector we would be happy to assist. Perhaps it’s worth having a chat about your potential options. Do give me a call for a no obligation discussion on +44 7793 526078. On the other hand you can Click Here to schedule an appointment directly with me, to suit your needs.