modern ATS<\/a>\u00a0has robust analytics, open APIs, a great candidate experience, and capabilities that help source\/engage talent.\u00a0Few new age ATS\u2019s are Smartrecruiters, Avature, Clearcomany, Greenhouse etc\u2026<\/p>\nAI-based sourcing tools are hotter than ever. While some of the early vendors didn\u2019t survive, companies such as Entelo, TalentBin, Gloat, Loxo, Textio, and Hiretual are helping companies find hard-to-locate candidates.<\/p>\n
AI and neurological assessments are here. Companies such as Pymetrics, HiredScore, HireVue, Imbellus, SHL and Talview are making a huge dent in the market.<\/p>\n
How to build Inbound Recruitment strategies?<\/strong><\/em><\/p>\nWe are all conscious that most Candidates are no longer job seekers nowadays. Due to COVID-19 candidates are become more selective and they have become consumers with choices in employment brands, company culture, and recruiters.<\/p>\n
Inbound recruiting is a very different approach and the results aren\u2019t as immediate. It\u2019s about using your employer brand as candidate management, some of the top companies, Google, Facebook, Twitter, and Volvo are a few companies who have rocked inbound recruiting.<\/p>\n
I follow below inbound recruiting strategy<\/p>\n
Defining candidate persona \/ Target Audience:<\/strong>\u00a0You must first know\u00a0about whom you speak. Where do they hang out, what do they want, what don\u2019t they want in an employer, etc.<\/p>\nContent Marketing:\u00a0<\/strong>\u201cContent is king\u201d and every word counts,<\/p>\nThe biggest value proposition of inbound recruiting is that efforts are scalable and predictable. Over time, as you build up your content program, you\u2019ll be able to build forecasting models around your transaction cycles\u2014in this case, the path that candidates take to submitting applications for roles.<\/p>\n
Share company culture, benefits, and news updates on career sites and social media. Do share your leader’s thoughts, technology trends, and most importantly employee\u2019s blog about all the great things your company is doing and how wonderful it is to work there or when post pictures of your last team building event, this is considered inbound recruiting.<\/p>\n
Define Talent Acquisition Strategy & Focus on Talent Networking:\u00a0<\/strong><\/p>\nThe biggest benefit of inbound recruiting is that you build direct relationships with potential hires all over the world. Engage target audience by sharing Newsletters, unique offerings for each different skills and people, Email campaigns, branding career, and social media pages, etc.\u00a0<\/strong><\/p>\nKeep the engine running:\u00a0<\/strong>Inbound recruiting isn\u2019t a one-time thing. You can\u2019t focus on this when you need to hire. You have to start way before you need candidates and keep ongoing. Content creation, SEO, and social media are ongoing.<\/p>\nThe most important Talent Acquisition trends of 2020?<\/strong><\/em><\/p>\nVery difficulty to say to exact trends in rapidly changing world, every year new Tech in place and trends are getting changed but<\/p>\n
\n- Culture Will Continue to Play a Key Role in Recruiting<\/li>\n
- Artificial Intelligence Will Become Even More Important<\/li>\n
- Diversity And Inclusion Will Take a Front Seat<\/li>\n
- Evolving AI & Automation in TA<\/li>\n
- Leveraging Data & Analytics<\/li>\n
- Personalization & Flexibility<\/li>\n
- Employer Branding<\/li>\n<\/ul>\n
What trends will shape Human Resource departments over the next five years? What do you think?<\/strong><\/em><\/p>\nFrom my experience,<\/p>\n
AI and humans compete for each other but AI doesn\u2019t devalue human work rather AI enables HR work to be more focused and strategic.<\/p>\n
The Candidate and Employee experience boom continues<\/p>\n
The current trend so many tools & technologies has implemented in the Employee life cycle. HR & companies will emphasize integration to break silos and try to give the best experience.<\/p>\n
We are seeing the current pandemic and Covid-19 has not given any chance to prepare for recession overnight things have changed. So Millennials and Gen Z are therefore involved in the Gig Economy and interested to work for full-time roles and choose the best employer brands.<\/p>\n
<\/p>\n
Prepared by, <\/em>
\nStanislava Angelova<\/em>
\n\/Editor at DiTech Media\/<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"Can you tell me a bit about your background and your current role? I am a Creative Talent Acquisition professional with over a decade of experience in managing the full spectrum of Talent Acquisition, Talent Branding, and Talent programs. I am a social media expert and enjoying working on special initiatives, like #Candidate experience # …<\/p>\n","protected":false},"author":2,"featured_media":8059,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[202,204],"tags":[],"_links":{"self":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8058"}],"collection":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/comments?post=8058"}],"version-history":[{"count":2,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8058\/revisions"}],"predecessor-version":[{"id":8194,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/posts\/8058\/revisions\/8194"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/media\/8059"}],"wp:attachment":[{"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/media?parent=8058"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/categories?post=8058"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ditech.media\/wp-json\/wp\/v2\/tags?post=8058"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}