New trends, practices and techniques in personnel recruitment that are set to become established throughout 2016. Just when it looks like you have all the answers, the questions change.
It appears that recruitment processes tend to follow that dynamic. In addition to the new personnel recruitment techniques that we mentioned some time ago, there are other practices used by companies to attract desired talent that are worthy of note. Some are not new but they are now beginning to become established and used intensively.
New techniques and recruitment trends 2016
More and more organisations are following these trends and techniques for personnel recruitment. The aim is not only to detect candidates who are qualified, motivated and aligned with the company culture, but also to reduce the employee turnover rate and costs relating to the hiring process.
Valuing skills more than experience. We base this on the idea that although knowledge can be transmitted, talent cannot. That is why companies are starting to value the candidate’s skills and personality more than his or her academic training or experience. They are prepared to invest in training but they want to be sure that the candidate will fit in with the company culture and that her or his personality will be compatible with the corporate personality. At Google, for example, one of the phases of the recruitment process focusses solely on Googliness, in other words, the candidate’s capacity for adaptating to Google culture.
More passion, please. Organisations are looking for passionate professionals, because passion can compensate for weaknesses and working with intensity achieves the desired goals.
Gamification: think of recruitment as a game. Perhaps your next job interview will only involve playing a video game. The use of video games in contexts that are unrelated to leisure is becoming more and more frequent. And the recruitment sector has discovered that video games are excellent tools for assessing whether the candidate is able to assume risks, has strategic vision or detailed oriented, is empathetic or good at improvising, amongst many other skills. In fact, some recruiters that use this technique maintain that it allows them to know the candidates even better than the latter know themselves.
Crowdsourcing. Through this practice, organisations call upon a more or less defined community to resolve issues, gather new ideas or improve their products or services. They may be invited to participate using different formulas, such as competing or collaborating, amongst others. Over time, Crowdsourcing has become a low-cost source of innovation for companies, and also an opportunity to detect the best candidates who are not actively job hunting. It is an interesting way to discover talent in its pure state – through actions.
Recruitment via Social Media. Social media has become the sea of reference when fishing for candidates. Without a doubt, the social media used most for this purpose is LinkedIn, followed closely by Facebook. Practically everyone uses social media so it is the ideal place for finding passive candidates, in other words, those who are not job hunting. This is why companies are now using sophisticated tools to detect talent using the digital footprint that candidates leave on the different social platforms, such as LinkedIn Recruiter, TalentBin or Entelo, for example.
Which practice did you find most surprising? Have you ever come up against a recruitment process other than the usual ones? We’d love to hear about your experience.