Innovative hiring practices: Prepare for some exciting changes

As a recruiter responsible for various positions and striving to optimize time management while staying informed of innovative hiring trends, I propose delving deeper into emerging developments and established practices within the realm of recruitment.

There is no doubt that the traditional resume and interview process is undergoing a revolution. Forward-thinking companies are embracing innovative hiring practices to attract top talent and build diverse, successful teams.

Starting from investment in Applicant Tracking Systems (ATS) to revamping career websites, leveraging social media recruitment, and prioritizing the candidate experience, here’s what recruiters like me and you could do better to stay ahead of the curve.

Investing in Applicant Tracking Systems

Ever been stuck in the manual work of filling data, shortlisting CVs, or designing reports? I am sure many people would agree, this takes loads of time! Recognizing this, companies are increasingly turning to Applicant Tracking Systems (ATS) to streamline their hiring workflows. These already also AI-powered platforms can scan resumes for keywords, skills, and experience, automatically ranking candidates based on how well they match the job description. This saves recruiters countless hours filtering through unqualified applicants, allowing them to focus their energy on interviewing the most promising individuals. In 2024 these platforms will be able to do also resume parsing (a crucial operation within applicant tracking systems (ATS), extracting pertinent details from resumes to populate the system’s database). By 2024, ATS is expected to utilize advanced natural language processing (NLP) algorithms to enhance the precision and efficiency of resume parsing. This advancement signifies an improved ability for ATS to comprehend and classify data such as:

• encompassing work history,
• educational background,
• skills,
• certifications, etc.

Consequently, recruiters will devote less time to manual data entry tasks, allowing them to focus more on interacting with prospective candidates.

ATS also helps us with valuable analytics and reporting features that enable recruiters to identify points needing improvement, measure recruitment effectiveness, and optimize hiring strategies continuously.

Let’s not forget about the candidate experience, here ATS systems also ensure smoother, more organized recruitment processes.

Creating a Better Career Website

Let’s be honest, company career websites are not getting the attention they need meanwhile it is often the first point of contact for potential candidates. A visually appealing and user-friendly website turns out to be essential. Companies are investing in creating visually appealing and user-friendly career websites to stand out in a competitive market. These sites not only showcase job opportunities but also highlight:

• Company culture,
• Benefits,
• Growth opportunities,
• What if feels like working for that company, etc.

It is a good idea to go beyond just listing job descriptions. Including engaging content like employee testimonials, company culture videos, and virtual office tours. This allows potential hires to get a real feel for your company and see if it aligns with their values and aspirations.

Social media recruitment best practices

Social media platforms are no longer just for sharing dog videos and vacation photos. They have become powerful tools for connecting with potential hires.

At Magnus HR we have started investing more and more into social media recruitment, creating dedicated content strategies, and initiating thematic content series such as “Monday with Leaders”, highlights of our achievements, educational materials, humorous content, etc. What are the outcomes so far?

• Potential candidates can see our dedication to innovations and education.
• People can learn more about the team, their preferences, hobbies, and strengths.
• It gives an understanding of what it feels like to be a part of Magnus.
• It highlights the exceptional achievements we have.

So next time we have a job opening, more people will be willing to apply and be part of our team.

This is why simply posting job openings won’t cut it anymore. The key is to showcase your company culture and what makes you a great place to work. This authentic approach can significantly broaden your reach and attract a more diverse talent pool.

A bigger emphasis on the candidate’s experience

Innovative hiring practices prioritize the candidate experience from start to finish. Today’s candidates have options, and they expect a smooth and positive experience throughout the hiring process. A negative interview experience can damage your employer’s brand and keep talented individuals from applying.

So what can be done to better the candidate experience at your company?

• Regular communication with candidates is crucial. Keep them updated on the application process, even if they’re not selected for an interview. Provide clear expectations about timelines and next steps. At Magnus, we keep in touch with the candidate during the whole hiring process as well as after they are hired. We check in with them on the first working day and later after a week, we contact them to ensure everything is going smoothly.
• We mark the successful completion of a candidate’s probation period by celebrating with them and presenting symbolic gifts to highlight this milestone.
• It is a good idea to implement video interviews for initial screenings to offer greater flexibility and convenience for candidates. Skills assessments and video recording interviews can be valuable tools to evaluate qualifications beyond traditional resumes.
• Finally, let’s not forget the importance of a streamlined onboarding process with online tools and resources to ensure a positive welcome for new hires. By treating candidates as valued stakeholders, organizations not only enhance their employer brand but also increase the likelihood of attracting and retaining top talent.

In conclusion, as the recruitment landscape continues to evolve, embracing innovative hiring practices has become imperative for companies seeking to thrive in today’s competitive job market.

By investing in advanced technologies such as:

• Innovative Applicant Tracking Systems
• Revamping career websites to showcase company culture,
• Leveraging social media for recruitment,
• By prioritizing the candidate experience, organizations can position themselves as employers of choice and attract top-tier talent.

It’s about attracting, engaging, and retaining top talent — the secret sauce for building a thriving team. With these exciting changes on the horizon, companies have the opportunity to create more efficient, engaging, and inclusive recruitment processes that benefit both candidates and employers alike.

By staying ahead of the curve and embracing innovation, companies can build diverse and successful teams poised for future success.

Anush from Magnus