Expectations from all of those involved in the recruitment process, whether it’s the candidate or the employer, have drastically changed over the past year, in particular, the past couple of months. Lockdown itself has completely transformed the recruitment industry, with employers finding new ways to get to know their candidates online rather than face-to-face. As digital technology has taken over the world, it is no surprise that it has become a large part of the recruitment process as well.

As specialists in finance recruitment in Bristol and various other industries and locations, Focus Group has developed an abundance of digital platforms, such as our digital interviewing, to help clients find the perfect candidate fit for the job. While this, along with other services are usually used to narrow down applicants before a formal interview, they are a great way to interview potential employees during this unprecedented time. So, with all of these changes taking place, and the recruitment world continuously evolving, here are the best recruitment trends of 2020 and how you can implement them into your own recruitment processes.

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The Top Recruitment Trends 2020 To Implement

There are a number of things that are changing the recruitment process, for example, the lockdown and Brexit. These two things, in particular, are drastically changing how employers are interviewing and finding their candidates, and it can become challenging recruiting in a time where the unpredictable can change businesses as well as recruitment within minutes. While we are unable to fully predict what tomorrow will bring, there are a few recruitment trends that can easily be implemented into your processes throughout the year to ensure that you can find the best of the best.

Although many businesses have currently halted their employment, those that continue to push on have come up with some clever ways of using technology to their advantage. If you too are looking for some ways to ensure that you can find the best candidates out there, then why not try some of these 2020 recruitment trends:

Enhance Candidate Experience

As an employer, it is your job to create a working environment for your team that is welcoming, fun and engaging. What you may not realise is that this is something the candidates are thinking about when they have an interview with you. Candidate experience is just as important as the employer’s experience, especially when you are trying to recruit a senior member of staff such as directors or head of departments. When a candidate applies for your open position, it generally means that they are looking for a new environment to flourish in. This could be because their current role is limited in career progression, or they feel that it’s time to move on and find a new environment to work in. For this reason, it often means that they would have applied for multiple roles, and if they are successful in their interviews, will be making a list of pros and cons to decide on which role they wish to accept.

To create a good candidate experience, you will first need to ensure that your recruitment process is welcoming, technology-driven and user friendly. There are many ways in which you can achieve this, including the following:

  • Measure your success
  • Align your recruitment with your team’s culture, values and objectives
  • Cater technology to the role required

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Measure your success

The only way that you are able to improve on your recruitment is to measure your success, as it can give you an insight into areas that you need to improve and how the candidate really feels about their experience. The first step to achieving this is to move all of your recruitment online. As stated before, candidates will be applying to more than one job role, so making the application process difficult, complicated and long, will only deter away some of the best candidates out there. This makes the first step to obtaining applicants a move to online platforms for recruitment. Allowing your open positions to be accessible via a mobile phone will increase your chances of candidates applying for the job.

Not only is it more likely that potential candidates will be applying to your job role if you make it user-friendly and technology-driven, but it can also help you to tailor experiences. For example, while you may not want to make the application process stressful and complicated, you can add questions and messages to the process to help you to get to know your candidate more and give them a feel of the business culture.

Although technology can help you to find viable candidates and improve experiences, it is important that you continuously improve your processes to match candidate demands and roles you wish to fill. Every year, candidates will be expecting new things, such as information on how you are handling COVID-19 and ways in which you are currently protecting your employees. While not all, some candidates may be looking for roles that allow them to work from home during the pandemic, so it is important that you tailor these needs to the recruitment process.

By tailoring recruitment and incorporating user-friendly technology, you can enhance experiences while also gathering data on candidate experience. As one of the leading IT recruitment agencies in Leeds, Focus Group has devised a range of processes to aid you in your recruitment journey, from helping you to narrow down candidates to giving you feedback on the candidate’s experience and thoughts. If you are looking to fill a position within your business, then please do not hesitate to contact Focus Group for a conversation with one of our industry specialist consultants.

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Align your recruitment with your team’s culture, values and objectives

While technology is always important, it is vital that you keep a welcoming and human touch within your recruitment. One factor that will greatly contribute as to whether someone applies for a position in your business or accepts your offer is whether they feel that the environment works best for them. This is why it is extremely important to make sure that you project your values and culture across to the candidates. For example, if you value diversity, then make this clear within your job description. By doing this, you are able to create meaningful connections and relationships with the candidate before you have even asked them in for an interview.

Cater technology to the role required

It is likely that you will be hiring for a range of roles, whether that be permanent, temporary, part-time or freelance, making it important that you cater to the candidate experience depending on the requirements. By pinpointing the talent and what they expect, you are then able to tailor your recruitment to meet their needs and expectations. This can be anything from the environment that you create to the goals that you wish to achieve, all of it counts towards how the candidate will feel about your business.

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Internal & External Talent

When thinking about employment, you should always consider the benefits of internal and external employment. Both internal and external candidates have their pros and cons, whether it be from a money aspect or experience. Thinking about the advantages of each can help you to understand what it is you wish to get out of your recruitment process. For example, if you are looking for someone to bring something new to the business, then hiring internally will most likely be out of the question. Here are the advantages of internal and external hiring:

Internal

  • The candidate will already have knowledge on the culture of your business
  • Saves you money
  • Shortens the onboard time as you don’t have to wait for people to serve their notice
  • Engages employees as they have opportunities to grow

External

  • Allows you to find more experienced candidates
  • A fresh set of skills and personality
  • More options in candidates
  • Reduces risk of internal arguments within teams

According to SHRM, many employees begin by looking for internal hires and then turn to external recruitment if they are unable to find a viable suiter. However, it also states that many employers find that this process is extremely common, and can, therefore, take them around 12 months to hire the right candidate. You can completely remove this process and instantly find the best of the best by seeking the help of our recruitment agency in Milton Keynes and the surrounding areas. With this help, you can utilise pre-employment screening, digital interviewing, vetting and much more to your advantage. Please feel free to speak with the team about starting your recruitment.

internal team

Understand Diversity & Inclusion

Here at Focus Group, we pride ourselves in offering a diverse and inclusive recruitment for both clients and candidates, ensuring that the best fit for the role is found. This provides a transparent recruitment process that does not discriminate against age, race, gender, disability, sexuality and more. The idea of diversity is extremely important in the recruitment process, and ensuring that your business is shown to support people of all backgrounds can encourage candidates to apply for your open positions. Having a diverse workforce comes with many benefits that should not be overlooked when recruiting. For example, diversity within a team can encourage creativity and allow you to see things from various perspectives to make informed decisions and good judgements. Wonolo has a range of benefits that come alongside a diverse workforce, and we suggest taking a read before starting your recruitment process.

Soft Skill Employment

Soft skills refer to your ability to socialise and communicate with others, and has often been overlooked when recruiting. However, soft skills are vitally important when trying to create a positive environment and maximise engagement with the team as they are able to communicate well with one another. While it is always important to make sure that you find a candidate that has the skillset and experience to help your team meet goals, it has become increasingly popular, and obvious, that soft skills are often a deciding factor as to whether someone is successful. In fact, according to LinkedIn, only 8% of successful candidates are only hard skill-based, while the rest have a combination of hard and soft skills.

It can be hard to identify if a candidate has soft skills during the interviewing process. However, there are a few techniques that you can incorporate into your recruitment to gather a better understanding of candidate skills. For example:

  • Ask the candidate to assess their soft skills
  • Ask references to rank the candidate’s soft skills
  • Give them a problem that can only be resolved through soft skills and ask how they would resolve it

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Be Successful In Your Recruitment

Refining your recruitment process not only makes finding the best candidate easier, but it also helps to attract the best of the best to your business. There are multiple ways in which you are able to improve your experience as well as candidate experience, and we would highly recommend investing in your recruitment. By improving the recruitment process, you can minimise wasting time and improve your success rates. Whether you are looking for IT, finance, engineering or sales recruitment agencies in Birmingham to help you find the best candidates for the job, or you would like to know more about how you can enhance your candidate experience, Focus Group is here to lend you a helping hand.