A Complete Guide to Recruiting in 2019

In 2019, recruiting is different – with low unemployment rates and the use of technology to source, hire and recruit candidates.

Although every candidate's needs are unique, there are certain aspects that remain the same. But when recruiting in 2019, you need to take into account the following factors:

Your company's recruiting strategy

You should always check your current recruitment policy before looking for a candidate to fill an open vacancy.

Your recruitment strategy would have been put into place after a long assessment of the different steps in the hiring process. It will lay out what needs to be done for every new recruit, so that company procedures are always followed.

If your company doesn’t have a recruitment strategy at the moment, it's worth thinking about how you will put one in place. Before starting, you can partner up with someone with an HR background to ensure you’re following the right steps and not breaking any laws.

Your business resources

Recruiting can be very expensive and you need to determine how much it will cost your business before starting. For example, do you want to recruit new hires in-house or use a temp agency, especially if you’re hiring hourly workers?

Both hiring in-house and using recruitment agencies have pros and cons. This is an important factor to consider when deciding how you will go about recruiting the ideal candidates.

Your recruitment tools

As the saying goes, “a workman is only as good as his tools.”

The same goes for hiring managers. When it comes to recruiting, the more you use modern hiring software, the more efficient and budget-friendly your recruiting efforts will be. There’s no need to depend on manual processes for most of the recruitment lifecycle since this can be done by automation and AI-powered software, like Fountain.

Click here to find out about 11 of the best recruiting tools for 2019.

What is happening in the job market?

Something to think about is how the wider job market will affect your recruiting.

In 2019, there has been low unemployment, which means that the job market is more competitive. This will change the number of candidates who are actively looking for work. This also provides all active candidates with more choices. Therefore, you'll have to work harder to attract and engage the best candidates.

To ensure that you’re prepared to recruit in this type of job market, you should:

  • Assess and review job listings from your competitors.
  • Ensure that your company is active on the social media platforms used by potential candidates.
  • Remain up to date with different industry trends.

If you want to find out about how the unemployment rate is affecting your business, read this blog.

Given that a recent study found that 55% of people said they attempted to negotiate their salaries, you need to think about how you’ll deal with such negotiations, especially in a job market where quality candidates have other options.

When determining a salary for an open position, ensure that you have some leeway so that, if the candidate does want to negotiate, you have budgeted for an increase. For example, allow for 10%. Of course, you have to set the limit on how much you are willing to agree upon and. if a candidate wants 25% extra, it's up to you to determine whether it’s feasible and what effect the higher salary will have on your bottom line.

The following are considerations when recruiting in 2019:

Brand your business

Candidates are drawn to employers with a positive brand image.

They want to work with employers who have a good reputation and are known to treat their employees and customers right. Some aspects of your branding you have no control over are reviews on career sites like Glassdoor.

But there are plenty of other things you can do to boost your brand, such as highlighting the following:

  • Competitive salaries.
  • Perks in the workplace.
  • Positive workplace culture.
  • Developmental opportunities.
  • Benefits.

After you’ve determined what will make your brand stand out to attract the right candidates, you need to have your branded message appear in different areas, including:

  • Job descriptions.
  • Your website.
  • Social media updates and posts.

Produce clear job descriptions

To catch the attention of the best candidates, your job descriptions must be engaging. This goes not just for active candidates, but also those who might already be employed and are just casually looking around.

Job descriptions are another way to brand your company. So, they have to be done carefully to ensure that you attract the right people.

To ensure that your job description hits the mark, include the following:

  • A very clear description of the job title and role.
  • Company profile information including industry, mission and goals.
  • The necessary requirements, skills and qualifications for the job.

Keep job descriptions brief

If you want ready-made templates of job descriptions, check out Fountain's list of pre-populated job templates. They have all the must-have requirements for job titles such as:

  • Data entry.
  • Security guard.
  • Human resources worker.
  • Web developer.

Our job descriptions provide a summary of the job, the main duties and responsibilities and preferred qualifications. They're easy to use. You can simply copy them to your clipboard and, after you’ve tweaked them by entering your company's details, you can use Fountain to post your job to the many paid and free job sites within your budget.

Click here to find the right job description for your open vacancy.

Remember to use inclusive language

A study has found that 57% of businesses said they used diversity strategies for recruiting. This is because inclusive workplaces have been shown to be more successful and make 19% more revenue than workplaces that are not.

Also, given that millennials are the biggest demographic in the workplace (and also the most diverse), it makes sense to have your workplace reflect the prevailing culture. Therefore, pay special attention to removing any language in your job descriptions that excludes certain groups.

Plus:

  • Ensure that your job descriptions are free from unnecessary corporate language and abbreviations that will put people off.
  • Comment on how you focus on inclusion and diversity.

Tools, such as Textio, will help you assess your job descriptions for inclusive language.

Promote your job opening

After you’ve ensured that you have written an inclusive job description or taken advantage of one of Fountain's templates, you'll need to advertise your job to get in front of qualified candidates.

There are a number of ways to do this, including:

  • Direct contact with potential candidates.
  • Attend college fairs to recruit the next crop of graduates.
  • Employee referrals.
  • Use job search websites, like Indeed.

If you’ll be using job boards, whether free or paid, Fountain's boost functions will save you time, effort and costs by taking on this whole process. With Boost, all you do is let us know the position being advertised and your budget. We’ll then post it to the relevant platforms. Then, just sit back and review all the applications coming in on one simple dashboard.

Our job descriptions make it even easier because you can take the pre-populated job description, add some information about your business and we’ll do the rest.

Click here to find out more about Fountain Boost.

The interview stage

You have to be fully prepared for interviews to show your company in the best light.

Interviews are not only face-to-face, but they may also involve pre-screening phone sessions. This helps to ensure that you spend your in-person resources only on candidates you really think would fit well in your business.

Another way to pre-screen interviews without taking up the time of hiring managers is to use video interviewing. This pre-screening method is brought to you by Fountain and helps pre-screen candidates. You ask candidates a series of questions to find out how they answer in relation to their resume, revealing how they communicate with eye contact, body language, etc.

Video pre-screening is easily used in-app. Therefore, there are no downloads or uploads. Your candidate records a video answering your questions and then you review them at your convenience. This reduces the amount of in-person interviews to make better and faster hiring decisions.

When arranging face-to-face interviews, consider the following issues:

  • The number of people who will be on the interview panel. Ensure that there’s a member from HR on every interview panel.
  • The number of interview rounds.
  • Ensure that all the questions are the same (to provide an objective and equal way to judge responses).

The type of questions you ask should vary and include:

  • Situational questions.
  • Behavioral questions.
  • Career development questions.

Analyze your hiring success

A recruitment guide isn’t complete without considering how you’ll measure the success of your hiring practices. If you’ve taken the time to develop a strategy and put in place processes for recruitment, you need to have a way to analyze them to ensure they’re working for your company.

Analyzing key recruitment metrics, like time to hire, will enable you to decide whether you need to improve anything, whether certain parts of the process are redundant or whether new initiatives need to be implemented.

When analyzing your recruitment strategy, have a look at:

Applicant conversion. This will help you optimize your recruitment funnel, so every stage can be improved.

Team performance. Assess your workflow to know when to add people to your team and which members need help with their recruiting performance.

Drop off insights. Find out more about the reasons why applicants don't go through the different stages.

Hire rates. Determine the number of applicants needed to reach your hiring objectives.

Stage metrics. See a visual picture of the bottlenecks in your recruitment funnel and come up with ways to troubleshoot delays.

All the above metrics can be analyzed within Fountain. The analytics dashboard helps you make smarter hiring decisions by providing clear insights. You can either use very high-level metrics to determine how your recruitment funnel is performing or you can drill down into the details to get more out of the analysis.

This complete guide to recruiting in 2019 can only be successfully implemented with the right tools. Start off with the modern hiring software that was built for the new age. It takes into account not just recruiting for traditional roles, but also recruitment for on-demand workers and your contingent workforce.

So, if you’re a company hiring employees at scale or a franchise, you can use Fountain to get as many employees for your business as you need.

Take a look at how Fountain has improved the hiring practices of companies, like Deliveroo.

And if you want to find out more information, get started with a 14-day free trial (no credit card required) to find out how we can help you reach your recruiting goals in 2019.

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