Regularly assessing our skills and expertise in light of market trends is a crucial step in career development, regardless of the field we work in. By doing self-evaluations, we can identify areas where we need to improve and take proactive steps to upskill. This approach helps us stay current and relevant in our roles and enables us to build a clear path for career advancement.
Today, many companies organize various programs, such as hackathons, contests, and bootcamps, to assist their employees with self-assessment. These programs are primarily aimed at developers, marketers, and sales representatives.
Have you ever come across any such events organized for recruiters? At least, I don’t remember anything from my experience.
“Recruitment is marketing. If you’re a recruiter nowadays and you don’t see yourself as a marketer, you’re in the wrong profession.” - Matthew Jeffrey, Global head of Sourcing & Employment brand at SAP.
If you are a recruiter, you are encouraged to stay on top of the latest trends and tools that can help you evaluate your current hiring approach and align it with current market trends. Assess yourself based on the changes we observed in the process and tools over the years.
10 key points to decide your approach:
Here's a quick comparison table on how recruiting new talent has evolved in recent years. This table will help you understand where you stand in terms of recruiting the right way.
Shift in recruitment tools: Hiring module in HRMS to dedicated ATS to Talent CRM platform
Products like BambooHR, Zoho People, and Freshteam offer a hiring module along with other HR operations, while exclusive platforms like Greenhouse, Lever, and Workable have been developed specifically for recruitment purposes. These platforms are known as Applicant Tracking Systems (ATS).
While HRMS for recruitment is now considered outdated, ATS products are also slowly becoming less popular as a new category called Talent CRM is emerging. Talent CRM is designed to tackle the current challenges of hiring, and it aligns to meet the changes in the recruitment market mentioned above.
Talent Customer Relationship Management (CRM) systems have become increasingly important in the recruiting world, as they provide a more comprehensive solution than traditional ATS. A Talent CRM not only covers ATS workflows, but also enables recruiters to engage more effectively with candidates, automate repetitive tasks to create a positive candidate experience, and help companies enhance their employer branding efforts. In addition, a Talent CRM often includes the ability to manage incentive pay for recruiters, making it a powerful tool for both recruiters and hiring managers alike.
Candidate first talent market
Let me give an example of how the shift towards a candidate-driven market is reflected in the changing expectations around interview feedback.
Just a decade ago, it was common for interviewers to give instant feedback to candidates within a few minutes of an interview if they felt the candidate lacked necessary skills. However, in today's market, candidates have more power, and companies must be more careful to provide a positive candidate experience. As a result, nowadays interviewers are more likely to complete the full interview process and then communicate the results via email or other thoughtful means. This allows candidates to receive constructive feedback in a more considered and respectful manner, helping to build a stronger employer brand and attract top talent.
This is all because the talent market has become candidate-driven, and 73% of candidates today are passive job seekers.
This is just one example of the many ways that recruiters must be willing to evolve in order to remain competitive in today's candidate-driven job market.