7 Ways The Role of Recruiter is Evolving in 2022

What would you think would build a successful company?

 

The people that started it? The money it pays? The Twitter followers of Instagram popularity it has?

 

Barely.

 

The core of a company’s most valuable foundation is set in the hires it makes.

 

And to hire a great team, a company needs a smart team of recruiters who are up to date with the changes in how people see jobs these days, how technology is impacting hiring and how to operate in a candidate-driven market. Let's look at how the recruiter's role is evolving and how it can be leveraged.

 

7 Ways in Which The Recruiter's Role is Evolving

 

Robots are taking over recruitment & you should celebrate that

Hiring used to be a labor-intensive process. It involved hundreds of hours poured into posting job listings on multiple platforms one by one, and then sifting through hundreds of resumes trying to find the candidate.

 

Now, with artificial intelligence, recruiters only need to know what kind of candidate they want, feed that into the intelligence platforms, and get the job done within minutes. AI rapidly analyzes a huge amount of data to get you the desired results.

 

The kind of qualities that would now help them are clarity of role, & understanding of business rather than hard work of manual tasks. This also helps them build relations with potential new hires by spending the freed-up time listening to their stories.

 

Things you can explore to integrate AI in your recruitment process:

   1) Intelligent screening software

   2) Recruiter chatbots

   3) Digitized interviews

Gut-based thinking is out the window. Welcome data-driven recruiting

Every recruiter of yesteryears that you will talk to will say how they would sometimes take decisions by the gut or rough estimates. For example, decisions such as needing more recruiters on the team were based on rough maths. No one could figure out which channel is working to source quality candidates.

 

If you are not hiring a caveman, then your candidates would have a ton of online activity on the company's page, on their social media, on their blogs, etc. We already know that every click, every form submission, every interaction with any webpage is monitored and stored as a data point. Recruiters can leverage these to identify the strategies that are working for them, sources that are viable but untapped. With time, more and more data will become available to recruiters.

 

While tech improvements will be driven largely by the foray of tech into the HR & Recruitment space, the data for recruiters to read into will inherently depend on their ability beyond the simple figures.

 

Number-crunching is simple, but making sense of the numbers to inform business decisions, future growth plans & business requirements of their companies is the soon-to-be need of the hour.

 

Metrics you can start measuring:

   1) Time-based metrics: time to hire after first contact, time to acceptance after offer rollout, time to start after commitment

   2) Source & Role-based recruitment metrics: source of hire, applications per job, retention rates.

   3) Cost-based metrics: cost per hire, talent pool growth and advertising ROI.

 

The tides have changed in the favour of candidates (A candidate-first approach)

Post pandemic, people have realised that they no longer need to commute for hours to their workplace and no longer have to breathe the same air as others to collaborate. They rather prefer going from their bedroom to their couch or table and doing their work.

 

Companies did not need to consider these as perks before. Working from home, healthcare and mental health benefits are now becoming a necessary part of a candidate’s request from companies.

 

Companies that understand this and value the employee's quality of life are swooping in resumes from top talent.

 

What can a recruiter do?

   1) As a recruiter, it's time to rally for remote work, automation and good perks to attract the kind of talent your company needs.

   2) Recruiters also need to understand the role clearly and if appropriate, make a case for a candidate that doesn't want to return to office.

Recruiters need to become brand ambassadors

The world is no more run by the person who can throw the most money at a swanky ad. People are now influenced by 'influencers'. Recruiters are in the business of attracting people to have a conversation with them. So it's always a good idea to build up rapport for themselves and their companies on social media. It is the same as personal branding.

 

Recruiters should feel like brand extensions of the companies they hire for. If they don't champion their brands, they won't be able to justify why someone should work there.

 

To build a positive brand experience around yourself and your brand, you can post about your every day work experiences on social media, with a touch of value add. You can highlight why you are grateful to be working at your company and what makes you excited about it's mission.

 

It's important to 'market' the company and the role to candidates

Recruiting scenes in every industry, especially tech are brutal! Just like how a charming and aggressive sales person takes the sale out of hands of a naive, newbie sales person, recruiters are ready to pitch hard for their companies to the right talent.

 

More than simply sitting on calls and reviewing resumes for individuals, recruiters need to be able to:

   1) Understand the company's brand ethos, vision and mission

   2) Pitch the company to candidates with conviction

   3) Sell the perks of working with them in the best way possible, and

   4) Market the company better than it’s competitors to applicants

 

It is not simply as easy as reviewing a resume and conducting an in-person interview to finalize a candidate anymore. Recruiters should understand the brand and what it stands for . They should be able to show candidates a vision of a future if they choose to work with them.

Diversity & inclusivity are not just buzz words anymore

 

Diversity & Inclusivity, while still buzzwords, are important markers at companies now.

Their result is almost directly correlated to company perception for candidates. It also contributes to the culture fit factor for a candidate at a company.

 

More than simply hiring to fill up the buckets of these brackets, inclusivity & diversity in hiring puts you on the roadmap to have a wider spectrum of ideas for growth in your market, field and business plans.

 

Hiring from the same bucket consistently yields you only the same results, and changes no outcomes for bottom lines or businesses.

 

Relationship-building with applicant pools

Much like marketing, recruiters are slowly nurturing the relationships built with past applicants, who show continued interest in wanting to join their company.

This allows recruiters to examine the culture fit of a prospective employee better, and make a more informed decision when hiring.

Ultimately, people want to work with other people whom they like. This aspect helps recruiters who go beyond the self-interest of filling in a position and actually invest in people's growth journeys.

 

 

Wrap up

One of the strongest ways to build this into your hiring cycle is to practice the habit of building your culture in such a way - that your best bet for job applicants comes from within the team itself.

 

A referral system that feeds the needs of a company, holds more weight than applicants flocking to a job site to have their resume be reviewed.

 

That is exactly where RippleHire steps in to help you design a referral plan for your employees to build you an applicant funnel of prospective recruits for your company.

 

Book a demo here and we'll walk you through a system that has helped mid-size and big companies in various sectors scale their hiring needs using referrals.