The hiring process has changed continuously since the 1990’s. The different processes that are used today are completely different to back then. And it’s important to understand the way they have evolved and continue to evolve. It’s no secret that technology is a huge driving factor behind all the major advancements. The relentless march of technology has naturally brought about the automation and streamlining of hiring processes. We are reflecting on the evolution of hiring. Why processes constantly need to adapt and the future of hiring in 2022 and beyond.
The past of recruitment
Leonardo De Vinci – the Father of CVs – created the now universal document in 1482. However, it was not widely accepted during the hiring process until the 1950’s. So how did people find jobs in the 700 years that followed? Well, hiring was done through the network of family and friends, word of mouth and propaganda.
Once the CV took a hold on the hiring process in the early 1950’s following the post-war boom of white-collar workers, the importance of a more regimented hiring processes became apparent and recruitment agencies were born.
As post-war businesses grew, the higher demand of workers and labourers increased. The 80s & 90s saw further technological advances allowing the computer and fax machine to create more efficient and formatted CVs.
Expansion of networking
The moderate rise of the internet – okay, the biblical rise of the internet – revolutionised recruitment. It changed the way we all search for & recruit for jobs. The connectivity that the internet enabled allowed recruiters & hiring companies alike to ditch the Yellow Pages. Resulting in the adoption of job boards and social media instead.
Modern day access to LinkedIn, online job boards, Facebook and networking events mean it has never been easier to access such a varied pool of candidates. An encompassing network on LinkedIn is a surefire way of quickly accessing the full range of talent most professional organisations will ever need access to.
In the digital world there are plenty more opportunities to find candidates outside of your typical network. Access to social media accounts can provide additional information about potential candidates including their personal interests and hobbies. However, hiring managers still find themselves at a loose end when hiring. There is still plenty more room for improvement in the techniques that we use.
As overwhelming as social media advancements may be, the uses in hiring are endless. According to a survey carried out by Monster, over 84% of hiring managers are using social media to screen prospective candidates.
Emphasis on employer branding
More than ever, online presence (or lack thereof) can either deter or attract talent. Why is this?
Simply put… most millennials are finding jobs and opportunities online. We live in the age of mindless scrolling. Having your brand on someone’s newsfeed gives you the edge. Employer branding has become more relevant as the years roll by. People want to work for ethical companies, companies that have positive reputations, companies they can relate to. Companies they can picture themselves working for.
A lot of organisations have accepted this and acted accordingly. Not just sharing corporate content but more culture-based information, insights into working at the company and less “salesy” messaging. Competition is only going to increase in 2022 as more businesses start to find more innovative ways to attract candidates to them.
To the thanks of employer review websites like Glassdoor candidates can now also express their experiences of a company’s hiring process – good or bad – for the world to see so a focus on candidate experience is paramount in maintaining that all important online brand.
Streamlining the recruitment process
In the booming, post-pandemic world of 2022 the candidates are running the show and hiring companies need to further develop ways to keep them happy. A first way of practicing this is not making them bend over backwards during the hiring process. The door swings both ways so making the candidate do all the giving is certainly not the best way to go about things. Too many stages, arduous testing, psychological profiling…the more drawn out your processes are, the less chance you have of them being successful.
A huge driving factor in why hiring processes still offer room for improvement is time. Period.
Now if you’re a company engaging with a recruiter to grow your team, you may be thinking that when they tell you that time is an issue they’re only chasing down the quickest route to their commission cheque at the end of the month.
Well, you might be right. BUT wait, let me explain. The long-winded hiring process is the reason why candidates drop out of processes. They are taken off the market by a competitor who reacts more quickly. Candidates you want in your business won’t be on the market for too long as so many others want them too, so you need to react quickly.
Implementing technology into hiring has one function really, to make the process more efficient. However, it still takes an average of almost 27 days (we are expecting this to reduce massively once more studies are released following the pandemic) to fill an open position. Hiring slowly will negatively impact your organisations reputation. Why? The recruiting process is the first interaction a candidate has with your business. Go slow and they will think you’re uncertain and indecisive. A great candidate wants an employer who is assertive, accurate and a good decision maker.
Another common mistake is having a vacant position remaining open for weeks or even months whilst continually reposting the same adverts online for all to see leaving the more astute candidates to question why a company can’t attract staff – a huge red flag.
Why do we need to utilise modern tech in the hiring process?
The recent change to a focus on data and analytics has brought about a new realm of technology reliance when it comes to hiring to add to the more established use of tech like Applicant Tracking Systems & CRMs. Hiring managers are now using data to recognise patterns and predict future success when it comes to expanding their team. Artificial systems can review everything from the responses during a video interview to their training and educational background and these systems really are great at providing useful information to help predict which candidates are likely to offer success to the company. Cool, isn’t it? Increasing available data means eliminating that reliance on guessing games and your gut feeling. These systems also serve the purpose of saving humans time and stress.
There have however been some reports of supposed recruitment aids confusing and overwhelming hiring managers – it’s all about balance and slowly learning how this cutting edge technology can serve us best.
If you are ever feeling overwhelmed as a hiring member, your anxiety towards the process can be completely justifiable. New tech can be extremely frustrating for the uninitiated but visioning the bigger picture tech can play – improving candidate experience, creating a more efficient process, improving employer brand – should inspire the level of persistence needed for its use to become an everyday part of your hiring process.
Tech is going to continuously advance, so all we can do is learn how to make it work well for us and improve our day to day lives and job. We still have a lot more exploring and learning to do so the key is to embrace it.
Upskilling your internal hiring team
An additional stumbling block in the traditional hiring process is the lack of internal resources and knowledge. A lot of internal recruiting is completed by HR who most of the time (unless they specialise in recruitment) do not have the specific resources needed for attracting the best talent. For instance, HR may not make use of multiple sites like CW jobs, Jobsite or LinkedIn recruiter and only rely on one source. HR roles aren’t centred around hiring – at least they shouldn’t be – and they will be less aware of the nitty and gritty needed to hire smartly & competitively. Obviously there are ways to upskill such as listening to podcasts, speaking to recruiters and networking with them on LinkedIn alongside scouring social media to ensure methods remain relevant and competitive. But, if you wanted to be an expert at recruitment, you would just become a recruiter!
Of course, this is where working with an external agency comes in…
If anyone reading this wants to learn more about how to streamline their hiring processes or is looking for hints & tips on employer branding or upskilling in-house hiring teams then do reach out to us – we are always more than happy to help!
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