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5 Ways Recruitment is Changing

Executive Recruitment At Its Best

5 Ways Recruitment is Changing

The recruitment space is in a state of constant evolution.

As new technology like AI and automation make their way into the marketplace, companies everywhere are adjusting the way they find and nurture talent. At the same time, the UK unemployment rate continues to dwindle to its lowest rate since 1975, demonstrating the incredible opportunities available in various sectors.

As working trends and employment strategies continue to transform, it’s crucial for modern businesses to stay ahead of the curve. The more you know about hiring in 2018, the easier it will be to work with specialist recruitment agencies offering the latest and greatest methods.

Here are just 5 of the trends set to disrupt the industry today.


1. Demand for Diversity



The desire for diversity in the workforce isn’t a new concept, but it’s an increasingly important issue for businesses this year. As sectors from finance to manufacturing and technology become more complex, diverse hiring practices allow companies to welcome recruits with a vast selection of new skills.

This year, and in the years ahead, companies will be working with specialist recruitment agencies to implement hiring solutions that result in more varied workforces. The aim will be to ensure that a wider selection of ages, races, genders, and religions are represented in their company culture. This might mean:

  • Assessing CVs with personal markers removed to eliminate bias;
  • Offering a wider range of benefits like flexible working arrangements;
  • Promoting inclusive language in job descriptions.


2. Greater Flexibility for Employees and Employers

Flexibility is in high demand today.

From an employee perspective, candidates are beginning to look for jobs that don’t always follow a 9-to-5 schedule. Remote working and virtual employment have grown increasingly popular, as statistics show that 70% of people believe the option to work from home would make a role more attractive.

From a hiring manager point of view, flexibility in the recruitment process is about accessing the right kind of assistance from the company they work with.


3. The Social Workforce



While recruitment firms still have the strongest, most focused methods of finding the perfect candidate for their clients, it’s hard to ignore the rising importance of social media. Networks like Facebook, Twitter, and Instagram have transformed the way companies build their employer brand and the way that potential hires search for new jobs.

For those in search of a new career, social media can provide instant insight into the nature of a business, what kind of people they hire, and what their company culture might be like. After all, your employees frequently talk about your organisation on their social channels.

When it comes to finding new team members, social media can also help managers to screen the people presented to them by a recruitment group. In one recent study, 70% of employers said they use social media to learn more about someone before they make an offer.


4. Health and Wellbeing Take the Lead

As new generations enter the workforce, salaries and job titles are no longer the most attractive feature on a job description. Companies around the world are building more diverse and compassionate benefits packages, with a focus on wellbeing, upskilling opportunities, and fitness. For instance, you might offer your staff the chance to join a workplace fitness programme or sign up for relevant classes and mentorship.

Aside from being a major draw for talent, wellbeing initiatives and training strategies also offer plenty of benefits to employers too. Companies with happy, healthy and constantly learning employees benefit from better productivity, greater skillsets and reduced turnover.

As a primary focus of younger people like the millennial generation, health-based benefits will only grow more important in the years ahead.


5. The Quest for Better Candidate Experience and Employer Brands



Finally, businesses hoping to attract top-tier talent in the years ahead will need to concentrate on “selling” their business to candidates. This means creating a reputation or “employer brand” that appeals to the kind of people they want on their team.

A recruitment agency can provide plenty of insights into how you can tailor your job specs to speak to talent, or where you might need to adjust your interview process. As the marketplace becomes more competitive, every interaction an organisation has with a potential hire needs to be carefully planned. People want:

  • Clear lines of communication throughout the process;
  • Honesty, integrity, and empathy from employers;
  • Respect during the interview process;
  • Speedy responses or job offers.

Ensuring that your employer brand is consistent and attractive is a great way to delight your existing employees and improve your chances of getting that “yes” from future candidates.