Is recruitment changing on a fundamental level? Is the industry being taken over by technology in a way that is out of our control? These are understandable questions, and ones that every recruiter has the right to ask.
The answer is effectively no, but with some qualification. While many of the fundamental principles of the industry are just as relevant as they ever were. They’re just being used in a slightly different way now. A good example is the use of mobiles in job hunting: a recent study indicated that 90% of job hunters look for jobs on their mobiles.
Biggest trends in recruitment this year
2025 is still a brand new year. So it pays to look at what is shaping the industry as we head into the middle of the decade.
Online job boards
This idea is not new, of course. But the way that you distribute and manage your online job boards can always be adjusted. Beyond the usual places to advertise, just as LinkedIn and your own website, savvy recruiters are increasingly using targeted channels, such as:
- Social media sites where particular demographic groups happen to be common. You can even create and achieve monetization in Telegram and gain revenue from your channel if you are effective enough at it.
- Video channels, which can bring job aspects and corporate atmospheres to life for potential candidates
- Unrelated forums where outstanding candidates might spend time for other reasons
You never know how you might catch the attention of the right candidate. Careful analysis and a bit of creative thinking can take you a long way. Also,you should do your reach into the way you craft your job announcements and how they might resonate with potential candidates. Tone and choice of words are critical in reaching the right people.
Create and monitor talent pools
If your company doesn’t use talent pools in the hiring process, this is something you should start doing. Databases that include applicants from past postings can include many excellent candidates who might not have been good fits for certain positions, but may be appropriate for others. Also, it sometimes happens that companies do not make the best decisions when choosing candidates for positions. Therefore, it pays to have a place where you can go back to and easily fish out the right resume.
Talent pools should be as wide as possible and include both applicants, target candidates, and possibly even people who are still studying. Not everyone will be available or interested at any given time, of course, so creating as large of a database as possible and keeping it up to date is critical in optimizing your recruitment.
Recruitment through colleges
There are different ways to find potentially good candidates who are still in school. Finding students that are about to graduate can give you an excellent boost into your recruitment cadre. Recent grads can be among the best people to have on your team because they are energetic, hard working, and open to new ideas.
Methods to recruit through campuses can be varied:
- You can join a campus job fare where companies pass out information to students
- You can use campus recruiting software, which is becoming more and more popular
- For promising students, you can establish pre-employment exams to further sift out the most appropriate candidates for particular positions
Online video distribution through popular channels used by students and informational interviews are other ways that you can reach young future candidates. Finding the right schools with potential candidates appropriate to your field is critical, and online analytical tools are helping to make the process easier for recruiters.
Internships
Internships remain one of the best ways to secure quality candidates. Having a person on the job, observing their day-to-day behavior, work ethic, and interactions with other team members is an excellent way to assess their appropriateness for a long-term position.
Even internship recruitment is becoming digitized and easier to analyze. AI-driven tools can scour many different candidates and assess how appropriate many different applicants might be for an internship position. Programs can even help identify people who might not have applied for a particular position, but who may be great candidates nonetheless.
People haven’t changed, but some methods have
At their core, people are still the same as they always have been. There will always be more and less appropriate candidates for jobs, and the task of the recruiter is still to find the best ones. Basic methods also remain the same: Scour potential hot spots for candidates as well as possible and try to find the best possible matches for particular positions.
What has changed is the degree of accuracy that you can now do this with. And the amount of careful, detailed analysis that you can put into your searches is greater than ever before. So take the time to investigate online recruitment tools. There are some great ones out there. And don’t forget to hit the college campuses to find the best young talent!
