I’ve been attending annual SHRM conferences for 12 years now, and this annual conference is distinctively different for one key reason:
WE ARE AT THE LOWEST UNEMPLOYMENT RATE IN 50 YEARS
Translation? Recruiting employees in 2019 is difficult.
Fortunately, there are several hundred companies exhibiting at the annual SHRM conference this year who have ideas, strategies, and recruiting trends to share to help you attract talent. Here’s what some of those conversations have looked like at the annual SHRM conference.
Programmatic Job Advertising
Employers can take a more granular approach to recruitment advertising and adjust their strategy to optimize performance in specific hiring markets. While yes, nationwide unemployment is low, there is state-by-state variance that can be accounted for. As competition for talent varies by market, employers can understand how this will impact their recruiting strategy. States with lower unemployment rates indicate a more competitive market. Adjust your strategy to gain access to the talent that your organization needs within specific markets by allocating more recruitment advertising budget and resources toward these specific challenging markets.
- Annie Pullen, Marketing Manager, Appcast
You have to find the good candidates and you have to find them fast. Artificial Intelligence takes off the top of the candidate funnel so you can find the 10-20% of candidates that you’re wanting to spend time with.
The way Artificial Intelligence can work with recruiting is that Ai takes in resumes and jobs. Ai turns them into a computer readable format. Then that information goes into an Ai matching engine and compares all the information to find the best fitting candidates.
Speed is the name of the game in 2019. Ai accelerates the process of getting to the right candidates, quickly. Especially for the companies with 50,000 candidates every month. To churn that down to a manageable number to move along to the next step in the interview process, Ai really helps with the evaluation process.
Kash Cummings, Software Engineer, Sovren
Resume Database Sourcing
In the current market it’s more important than ever to be proactive in your hiring efforts. Organizations can no longer afford to sit back, relax and wait for job applications to roll in. Instead, many are recognizing the benefits of taking the reigns and proactively sourcing top talent themselves, mainly via resume databases. Not only is this cost-effective, but it also enables you to get the most targeted results, ultimately helping to fill your roles quicker.
At the same time, it’s also important to consider what makes your company stand out. If you can’t offer the sky-high salaries that workers are after, think about what else gives you a competitive edge. Do you offer perks that other companies don’t? Are you particularly passionate about well-being or flexibility? Whatever it may be, communicating this effectively with candidates is important. Remember, you need to get them engaged with your brand and ultimately, make them think about leaving their current position.
Lee Biggins, Founder & CEO, Resume-Library
Creating compelling Employer Brand Content
In 2019, you must be where passive candidates live--online, on mobile, and on social.
Consider that 88 percent of 18- to 29-year-olds and 78 percent of 30 to 49 indicate that they use any form of social media (Pew Research). Or that 84 percent of organizations are currently using social media to recruit talent (SHRM).
With nearly 9 in 10 employers leveraging social media to reach and hire candidates, it’s no longer enough to simply establish a social presence. Companies that are cutting through the noise and consistently growing their online following are doing so by creating compelling employer brand content that attracts the right talent and then engaging with that talent to activate their interest in open opportunities at the company.
What do you showcase on social? Opportunity, growth, and development.
Robin D. Richards, Chairman and CEO, CareerArc
Employee Value Proposition
It’s a candidate-driven market, which makes attracting and successfully hiring the best talent more difficult, time consuming and expensive. Putting your employee value proposition first will help proactively attract potential candidates.
Candidates want to know the “why” of a company and how their role will bring value to the company - and the world.
HR and recruiting is constantly changing and evolving — there’s no denying it. As you face newer and younger workforces, these changes are only going to continue. If you want to remain competitive, you’ll need to stay on top of the latest trends and evolve with them throughout 2019 and into the future.
Jay Ramos, President, Amtec