Five Most Significant Recruiting Trends That Will Rule the Runway in 2019

Recruitment Trends

Over the past few years, technology has brought a paradigm shift to the way HR managers work.  No doubt embracing high-tech software has made managerial functions a lot easier. But it’s still challenging to recruit top-notch talents for key roles in light of the fact that machines haven’t replaced us and the way we connect with others. Also, compared to the past decade, professionals have now got more options during the job search.  At present, the market is more candidate-oriented. That suggests companies cannot pick talent anymore; rather, best professionals select them on the basis of numerous parameters. Thus being an HR manager, it’s your responsibility to attract highly-skilled people to your organization. In this regard, the year 2019 will bring some amazing ideas that are bound to impact your recruiting process. Read on further to learn about a few of them:

Inbound Recruiting

Today, it’s not enough to post openings on a job portal and wait for the candidates to apply. After all, the demand for highly-proficient employees is far more than supply. So, it’s obvious that companies need to build their competitive advantage over others. Inbound marketing methods and strategies are a sure-shot way to make them win in this war for talent. They focus on communicating the employer value proposition and increasing the brand recognition, which in turn help in attracting, converting and engaging candidates.

Employer Branding 

As per a research by LinkedIn, more than 75% job-seekers check the company’s reputation before applying for any position. Hunting a suitable job has become equivalent to buying a new product. Instead of reading product descriptions and testimonials on different websites, candidates are turning to social media in order to gauge the company’s culture.  Thus, it has become important for human resource managers to promote the firm as the employer of choice to the desired individuals which the company wants to recruit and retain. In order to create a perfect employer impression on an individual’s mind, it’s important to carry out extensive research and generate strategic ideas to communicate effectively. In essence, it’s crucial to focus on the best talents’ expectations and create a set of unique employer offerings which will encourage them to become a part of the company.

Talent Relationship Management

Many business organizations have adopted Application Tracking Software over the last few years. But it is no longer sufficient to deal with the recruitment process as it only focuses on posting jobs, screening CVs, and communicating with applicants. Thus, it’s high time to adopt a TRM (Talent Relationship Management) system which will take the process a step further by offering better tools for integration with various means of candidate outreach and more comprehensives databases. Moreover, it can let you analyze the diversity of your manpower pool, and give you suggestions for changes, if required. Along with this, by using it, you can remain in contact with candidates who were not selected for a specific role; maybe they can be offered any other opportunity in the future. Plus, it helps in building and promoting present employees for filling challenging roles in upcoming years and evaluating their current skill gaps.

Candidate’s Experience

HR professionals across the world have recognized enhanced candidate experience as another extremely important recruitment trend for 2019. Experts say that candidates who gather a positive experience during the whole recruiting process are more likely to accept the job offer, reapply in the future, and refer others. On the other hand, after collecting a negative experience, the person will not just reject the job offer but will also share his poor feedback with their peers. Sometimes, even rejected candidates are far more likely to tell others not to apply to a company, by posting negative reviews on websites. Thus, hiring process, extending offer letter, and onboarding should be done to create a positive impression on the candidate’s mind. In this regard, HR professionals may also employ recruitment marketing strategies that aim to make a great impression on those candidates who may not qualify.

Social Recruiting

Social media websites have become an important tool to find, attract, and hire most qualified and talented candidates. As per a data, fifty-nine percent of employees use a company’s social media presence to select it as a suitable workplace.  Thus, social recruiting is not limited to posting current vacant jobs ads, but it also emphasizes on building a relationship with prospective candidates and encouraging them to apply for vacant job positions. While in the past few years, HR experts were mainly focused on using LinkedIn to find and collaborate with qualified professionals, today they are also embracing other important platforms, such as Facebook and Twitter.

Human resource practices are continuously changing. And with, it’s inevitable to abreast yourself with the latest trends that will affect recruiting industry in the coming years. However, if you are still not able to acquire the technical proficiency in this area, then do not worry anymore as we have arrived at your rescue. Our highly-qualified team of engineers can provide you with custom-made recruitment software that will cater to your requirements perfectly. We can also help in upgrading your whole HR process by offering invaluable analysis, metrics, and reports. Just give us a trial, we promise you won’t regret this decision.

Planning For Improving Candidate’s Experience, But How?

Good to hear that you are planning strategies for improving candidates’ experience. It is really great you think about it. But how? Perhaps this question is revolving around your mind the time you think about it. After all, the candidates are the one who is going to be the future employee. Therefore, it is just to take care of them from the time they applied for the job. The article will suggest some amazing ways on how can you in touch with candidates and how you can improve their experience.

  • Must have an automated message saying “we received your application”:

There is always a curiosity to know whether the form has been submitted or not. This is a human tendency, we like acknowledgments. Candidates also want to know their application is submitted or not. For this, you can set up an automated message which will pop-up when the candidate completes his/her form.

It is the must. It is always great to know what is the process followed by a company for recruiting. And the website is the best platform to know the complete process. Add all the required information on the website. Some company also conduct self-assessment test in order to hire candidates who perfectly fit according to the work culture.

  • Always in touch with the candidates:

Good communication is a success mantra which is applicable in every field. It is recruiters responsibility to remain in touch with the candidates the time when they applied for the post. They should be informed about the status of the interview. It is great to provide feedback on the interview with the candidates.

  • Send “Welcome to the team message”:

If the candidate gets hired. Greet the candidate with a welcome message. It helps in building a healthy relationship even before the candidate enters into the office.

Hope, you will follow the mentioned tips and improve candidates’ experience. Share your ideas in the comment box.

Artificial Intelligence(AI) & Human resources

Human Resource

The Artificial Intelligence(AI) technology helps the HR to place people in jobs rather than make them redundant. The concept is though scary for few people as they believe after watching some fiction movies that AI would take over the human race. The idea to bring AI in Human Resource is not to replace humans from their job but to give them a tool to help them achieve their goals faster and with more accuracy.

AI is beneficial to the HR in a lot of ways. We will discuss a few out here for our better understanding:

  • Talent Requisition: There is a lot of stress on the HR team and leadership to evaluate a lot of data and then select the most eligible candidates for the requirement. When AI is used in such situations the time and effort are saved to a large extent. A talent requisition software can read, scan and evaluate the candidates and almost immediately analyze and give out the list of eligible hires. This process helps the HR team focus now on a smaller group rather than go through the humungous task of evaluating each candidate themselves.


  •   Orientation: A major concern for the HR team after selecting and getting the candidates onboard is that how they can be physically available for every query that a candidate might have. The employees might feel lost and left out when they enter a new organization and have no one to talk to, to understand the office policies and work ethics and values. The AI can handle such situations as a piece of cake and the new hires would also not feel left out.


  • Tutelage (Process Training): Mostly companies keep updating their software’s for the employees but the problem arises when all of them have to learn it together. There are different situations which can affect this training like an employee being absent that day due to which he needs to reschedule the training for the next time, in such scenarios it is difficult for the HR to keep a track of each individual and reschedule the session. AI eliminates many levels of hindrances and can successfully plan and coordinate the training session successfully.


  •  Analysis Report: All companies follow an annual performance analysis report which helps in promotions of the employees. The AI can help in this situation as it would keep a track of the performance all year long which would make the task easier in the end. The question of being biased doesn’t arise as it might happen if a human is handling this process. The big question is to be able to analyze the productivity of an employee and the AI monitors their behavior and indicates their performance areas.


  •    Retain: Attrition is a major concern in all companies and after a person quits the place the company incurs a huge loss as they have spent a good amount on hiring, training, transport, infrastructure etc. Though the solution to this occurrence is AI as it can analyze and predict the requirements of the members and prepare a detailed report regarding the same. Hence, giving the HR time to discuss the individuals’ dissatisfaction towards work and be proactive and solve the problem even before it eventuates.


  •  Conclusion: We need to include technology if we want to improve and enhance the skills of the employees and help our organization grow faster.

“Warp speed developments in technology – automation, artificial intelligence, and the arrival of the sharing economy – are transforming how we work. Beyond technology, traditional working patterns are also being disrupted by changes in society, organizations and workforce management, leading to the rise of a more independent and dispersed workforce.” (Alain Dehaze)




Recruitment process – Hire the desirable

recruitment process

First and & the foremost thing that we need to make sure is that HR team of the company knows what type of candidates are they looking for and with what qualities and qualification.

Recruitment is one of the steps in the hiring process, companies use to recruit and hire new employees. Though it looks like a simple task, there are many criteria’s to it. The hiring team needs to have skills to help them identify the potential candidates who believe in the same work ethics as the company. Though it is difficult to assess such qualities in one interview still we can get an idea regarding the same by asking the right questions to the candidate. The HR team needs to find the salary ‘sweet spot’, which could retain an employee in terms of the package that the candidate is looking for. Most of the companies have referral schemes for their employees as it helps in cost cutting and they get incentives for getting the hirable candidates.

The company needs to focus on their leadership so that no employee leaves the company due to the bad behavior of their bosses. The number one reason employees leave jobs is not money; it’s poor treatment by their immediate manager. We need good managers in the upper branches of our corporate structure, so we hire or promote those who are good individual producers. People stay where they feel valued and where they can witness the fruits of their labor making a meaningful and measurable difference. We must listen to our employees, their ideas, their concerns and act upon them. Recognition doesn’t cost a thing, our employees do deserve our time and attention. Time is the greatest investment we make in our employees. There is great value in putting down our cell phones to hear them out and acknowledge them face to face.

There are many steps involved in hiring a millennial. Some of them are as follows:

  1. A company uses a lot of mediums to hire a candidate such as recruiters, newspapers, advertisements, employee referrals etc.
  2. The hiring team then shortlists the millennia’s depending on the recruitment requirement.
  3. The candidates are hired on a full time or part-time basis.
  4. Once the team shortlists the candidates the interview process starts.

In today’s era where technology plays such an important role a company should use the best technologies to help their hiring team perform to their highest and best capacity.

Technology and software do not only save time but are a huge factor in cost-cutting which is an important task for all the companies across all borders.

” If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe in what you believe, they will work for you with blood and sweat and tears.” (Simon Sinek)