5 Top Recruiting Strategies to Employ in 2020

Posted 13-Jan -2020

It’s a candidate-driven market out there. According to research, the current job market functions from the other side of the coin. Now, the brand doesn’t pick talent anymore, but the talent picks the brand.

2020 will talk about new recruiting trends and strategies that can significantly impact the recruiting process of any business. It’s best to bet on multiple horses to attract talent and recruit skill-based people. Here’s the list of 5 top recruiting strategies to implement in 2020 and win the war for talent. Happy recruiting!

Step up your Job Ads

The language and writing style of your advert determines the kind of talent you attract and later hire. Use predictive analytics and reliable writing tools to identify the right tone and style for your brand. Not only is this help you attract a pool of potential candidates, but it can also assist you in rightly positioning your company culture in the ads. Now, the people who would resonate with the culture of your company and see them as the right fit would only apply.

Create a Talent Pool

People who applied for jobs in the past but didn’t get through as they weren’t fit for that particular role but did fit the brand culture; those who haven’t applied yet but wish to do so in the future collectively forms a database and named as a talent pool. This lot of potential candidates is a real asset for HR recruiters.

According to LinkedIn Survey, 73% of people are passive candidates while a sliver of 12% is active seekers. A talent pool is the smartest way to connect with passive candidates and convert them into active candidates when needed.

Prime Focus on Gen Z

All eyes are on them, and recruiters must take action to attract these digital natives in 2020. Gradually but most definitely, the cohort born between the millennials and gen z is turning out to be a leading part of the global workforce.

There are four important things you must know about Gen Z before you deal with them – these modern learners know their strengths and weaknesses; they value work security; they are tech-savvy and are all about video content.

Prioritize Internal Mobility

Internal mobility of employees does not only save time and money but also help in talent retention. According to the 2018 LinkedIn Learning Report, 94% of employees are likely to stay longer with their organization if the latter would invest in their careers and professional growth.

Internal mobility can also help you offset hiring costs and lower risks as new people are more likely to quit than existing employees. Moreover, the statistics indicate that the companies are 32% more likely to be satisfied with the internal hiring in terms of work efficiency and productivity.

Employer Brand & Employee Value Proposition Walk Hand in Hand

“To win in the marketplace you must win in the workplace.” – Doug Conant

A resolute EVP makes employees feel significant and inclusive; they also tend to share their experience with the brand in their professional circle. This will eventually generate more referrals and improve your brand value in the marketplace.

According to Gartner, the five foundational elements of an EVP are compensation, stability, respect, work-life balance, and location. Tailoring your EVP around these key findings can help you attract new talent and retain an existing workforce.

 

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