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Three Trends That Will Change How You Attract Talent

The Future of Recruiting

In the old days – meaning a couple of years ago – recruiting looked something like this: you posted a job, the resumes poured in, you reviewed the stack in hopes that two or three people have the qualifications you’re looking for, and then you invited them in for interviews, crossing your fingers they had that elusive combination of skills and personality to slide seamlessly into your company as a value contributor.

Let’s face it. That hardly ever worked. Matching people with people is tough enough – that’s why online dating services have become the new norm. Matching the right person for the right job while also accounting for corporate culture? Well, let’s just say that hiring managers deserve a better way.

Hiring managers will be pleased to hear about three trends that should make their searches more productive.

1. Interactive job descriptions

Historically, candidates have had to wait until the actual interview to get a good sense of job responsibilities. That’s changing. Companies like Google and Microsoft are making the interview process more interactive and efficient for both themselves and target candidates. They’re producing short videos featuring interviews with key staff members talking about the open position, the responsibilities the individual would have and the kind of experience that would make a person successful. With these videos, candidates can get a good feel for the job in advance of an actual interview, giving them the opportunity to opt out of the interview process or proceed. Ultimately, this approach makes the process more efficient for hiring managers.

2. Job descriptions as value propositions

As great as video is, the written job description isn’t going away any time soon. But they are getting a much-needed improvement. Hiring managers have begun including value propositions in job descriptions, statements that describe the business problems the job position is tasked with solving. With this change, the job descriptions essentially ask candidates to consider if their experience allows them to contribute to the overall business model and to be able to make an immediate impact on the success of the organization. Like the interactive job descriptions, value propositions in written descriptions helps winnow the field of candidates, improving the overall effectiveness of the hiring process.

3. Increased Use of Technology

Over the last three to four years, the nature of sourcing candidates has evolved greatly. It’s a trend that’s not going away and, in fact, will only continue to gain momentum. Here’s an example: productive searches today include a strong social networking component, such as mining LinkedIn or Facebook. This is vastly different than the personal networking strategy that prevailed ten years ago. Another example is the prevalent use of complex Boolean searches. Using Boolean logic, recruiters combine words and phrases into online search requests that deliver highly specific candidate credentials. The use of technology is reducing search times and improving the pool of well-qualified candidates.

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