Top 5 Modern Recruitment Techniques Used By The Pros

5 Really Simple Modern Recruitment Techniques Used By The Pros

It’s hard to believe that just 10 years ago, job seekers had two options for finding work: an old-fashioned newspaper recruitment ad or a job board.

Nowadays, recruiters have access to a whole host of innovative tools and techniques to find the right person for the job – from social media platforms like LinkedIn and Twitter, through online video interviews and chatbots, all the way down to automated resumes screening software. But what are the game-changing recruiting techniques that’ll shape your hiring strategy in the future?

Modern Recruitment Techniques Used By The Pros

Use Modern Technology (AI, Chatbots)

Fewer employers will conduct traditional, sit-down interviews in the future. Instead, they’ll favor more creative and innovative techniques to investigate a candidate’s abilities. They’ll be drawn toward anything that gives them an idea of how a person reacts if they are put in an unexpected situation or if they have a sense of humor.

The most modern recruiters are also able to take advantage of the latest technology and tools that have been developed for recruitment. The likes of social media, artificial intelligence, and chatbots will undoubtedly shape recruiting in the future as well.

Digital platforms like LinkedIn allow businesses to post their vacancies on a global scale rather than just locally or regionally. They can also use them as an effective way to manage talent pools by sourcing candidates from a wider range of industries, locations, and backgrounds.

Artificial intelligence (AI) is already being used by some businesses to predict which applicants might be good fits based upon personality type and work history patterns.

Chatbots, used not just for customer service but also as a technique for screening job applications before they’re passed on to a human recruiter, are increasingly being called an effective and reactive way of dealing with the mass of excellent talent. They can quickly access candidates, secure suitable applicants and are able to direct them to the right role. They have saved recruiters time in their search and can potentially increase success rates.

The bottom line is that the way in which we recruit has changed and will continue to change as technology evolves, but there are some constants too: businesses still need talented people who can help them grow; applicants want opportunities where they’ll be well-supported and able to reach their potential.

The best recruitment strategies of the future won’t just focus on finding great hires for your business – they’ll also create an environment where candidates can thrive both during and after their time with you.

Share on Social Media

With the digital revolution, your prospective employees are often much closer than they appear. Whether a candidate lives in town or another country altogether, traditional recruiting methods (interviews) are coming to an end. You can find them online on popular social media sites such as Facebook, Twitter, Instagram, and TikTok.

A simple tweet or Facebook post can be enough to reach a targeted audience of potential candidates and generate interest in your company – without you having to pay for it.

Use Video Interviews

If the live video doesn’t work with your culture, consider using remote screen sharing software instead – like Zoom, Google Meet, Skype, Microsoft Team – which will help save money on travel costs (and the environment!)

Interviewing candidates in person is becoming an obsolete practice. A time was when we had to have a face-to-face conversation, but now with Skype and other instant communication tools, employers can save both time and money by interviewing international applicants over Skype or through FaceTime.

Screening candidates on the phone before in-person interviews is an excellent way to sift through potential prospects. This technique is particularly advantageous if you have out-of-town candidates who might not be too keen on making a drive for only the first round of interviews.

‘Inbound’ Recruiting Strategy

With today’s job market being so competitive, make your first contact an investigation rather than an inquiry… provide potential hires with all the information they need about working at your company before they even ask! For example, create detailed profiles that include benefits package information, company culture (including the dress code), and a list of interview questions.

You may be thinking that your standard job descriptions are the same, but they’re actually changing. Some recruiters are trying out new tactics (e.g., leaving off job titles), and some have even left off specific specifications (e.g., education requirements). The idea behind these changes is to encourage employers to hire people above skills.

In the recent past, it’s been common to choose a candidate with the most experience on their resume–under the belief, this must surely be the best option–but now many providers think differently in order to develop a more collaborative relationship between employer and worker instead of one another as competitors for limited resources.

If you want to find the perfect employee, recruiters need to consider more than just experience. Businesses are also looking for individuals who are naturally fit with their individual business culture and team members. If staff like a candidate’s personality, they may invest in training them over a period of six months or longer.

Engage in Small / Casual Interview

Consider making the interview session informal, for example by meeting your candidate at a café—over coffee. This will enable you to get to know them properly.

In an informal environment, candidates are able to show their skills and accomplishments more freely. Asking questions about experiences related to specific qualities one desires in employees is the best way to appraise skill.

Instead of traditional interview questions, generate a list of unexpected ones so you can learn more about the candidate and their thought process.

You might ask them what car they’d be, which superhero they identify with, or what the title of their biography might be.

Then lead into asking them what they’ve done in the past which is similar to what you need them for now so you can get an idea of how much time training would take up during the initial stages of the new hire’s employment.

In closing …

In such a fast-paced world, there is no easy way to recruit in the Digital Age and you need to be creative with your methods.

If you want your team, department, or company to thrive in this new future, you need to constantly adapt new strategies and techniques for recruiting because if not…you’ll lag behind others who are successfully adapting.

Whether you’re looking for your next hire or placement for an exiting employee, we can help. Email us

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