Recruiting trends may come and recruiting trends may go — but the ones that stick around usually promise the biggest impact on your recruitment strategy success and are worth focusing on.

In this session of the “Let's Talk Recruiting” series, host Sean Rehder and four longtime recruiting professionals from varied industries ran down the key recruiting trends on the minds of top recruitment professionals today.

Our panelists: 

Get personal: Marvin Smith of Lockheed Martin tackled how talent engagement approaches have morphed over the last 15 years, moving from the candidate-as-consumer model to a very personalized approach that tailors content to engage and nurture a longer term relationship with candidates. (Seems everything old is new again, doesn’t it?)

Becoming strategic business partners: Katherine Amato of Guitar Center focused on the skills recruiters will need to become true partners with the hiring managers and key management to fulfil the company’s business strategy. (Goodbye order filler, hello strategic advisor!) She also said virtual interviews, which are now included with many ATSs, will continue to play a vital and efficient role in screening applicants even after the pandemic relents.

Align recruiting with D&I goals: DJ Cabeen of Amazon urged recruiters to foster diversity & inclusion goals by coaching managers on how to fight unconscious bias in the recruiting process. Plus, connecting candidates with affinity group members to learn what D&I looks like at your company effectively demonstrates your company’s commitment to the strategy. (Walk the walk and talk the talk.)

NOTE: Checkster provides a tool that significantly reduces bias in the hiring process - specifically during the interview feedback phase. Read more about Interview Insights here.

Social media: Matthew Liptak of Mimecast addressed how social media as a recruiting tool is here to stay. But, it’s moving beyond simply promoting openings to marketing the employer value proposition (EVP) as a way to expand the potential pool of candidates. (Get social!)

• Use CRMs to their full potential to individualize outreach at scale:
  Take additional training so you can delve deeper into the software’s capability to automate and personalize your candidate outreach.
• Create iterative engagement campaigns to keep your company top of mind when candidates are ready to make a job change: Don’t only connect to candidates about job opportunities. Providing relevant updates on trends in their fields as well as stories of how your company’s professionals are making a difference can attract more well-qualified candidates. (PR techniques are not just for the corporation brand anymore — they also can effectively promote the employee brand.)
• Leverage events as talent attraction campaigns: Whether virtual or in person, events featuring your company’s top talent or products and services can engage and motivate candidates, especially when you have a big recruiting push to fulfill.
• ...Find out more in the webinar recording above.