From hiring managers and business owners, through to recruiters and candidates, expectations placed as to the recruitment experience are constantly evolving. Improved technologies are enhancing the hiring process by encouraging recruiters to adopt both strategic and creative modes of thinking to identify and match the right candidate to each vacant role.
The Prioritisation of Candidate Experience
As various technologies play a more significant role in our daily lives, it is perhaps not a surprise to learn that candidates have come to expect recruitment processes that provide them with a seamless and stress-free experience. In fact, many businesses that consistently attract top talent have become particularly adept at crafting hiring experiences that effectively convert potential candidates into happy employees.
A process of collaborative research conducted by HR professionals has identified three primary components of a positive candidate experience:
The first step is to create a consumer-level technology-driven experience with measurable metrics that will evaluate the ultimate success of your approach.
The second step involves the careful alignment of a dedicated candidate experience strategy and the goals, values and culture of your organisation.
Lastly, the third component is to effectively segment candidates and select appropriate journeys and technologies that are specifically tailored to their expectations.
Successful businesses are already using recruitment database software in the UK to their advantage to deliver consistently professional experiences, streamline their hiring strategies, and find the best candidates more efficiently.
The Appreciation of Soft Skills
The national skills shortage is discussed frequently, but the fact that this shortage will be most keenly felt within the realm of soft skills is particularly concerning. Many roles require candidates with highly-developed empathy and communication skills, which is why recruitment experts are adapting their processes to account for the changing nature of roles and flexible working structures.
This is vital as increased automation means that many roles might not exist in twelve months. Crucially, however, agile, highly flexible and emotionally intelligent employees will find it easier to upskill and/or sidestep into emerging roles and continue to excel.
Hiring for soft skills, such as the ability to adapt and communicate clearly means that workforces will be able to adjust to the economic and technological transition that all industries and sectors will face in the coming years. Although niche knowledge can be beneficial, it would be unwise for businesses to continue to prioritise specific skill sets if those candidates do not also have the soft skills required to build a long-term future within the organisation.
The employment landscape across all industries is evolving rapidly. Proving that technology isn’t something to be anxious about, leading recruiters are already using technology and software to support their hiring processes and deliver meaningful experiences with a distinctly human touch.