Here’s how the recruitment race is changing

In a world forever changed by a global pandemic, an effective employee recruitment and retention strategy is critical. Here are nine cutting-edge recruitment trends.

1. Artificial Intelligence and Natural Language Processing: Artificial Intelligence (AI) and Natural Language Processing (NLP) are becoming vital to sourcing and screening job candidates. AI can help identify top prospects, streamline the hiring process, and accelerate response time. NLP software effectively scans resumes, analyzes employee survey insights, and establishes a quick-response line of communication.  

2. Predictive analytics: Understanding why employees are motivated, productive, and loyal can help identify like-minded candidates who will stay for the long term. Predictive analytics can help organizations find the best candidates and boost retention. Of course, the human element and the actions management takes play an equally essential role in recruiting.

3. Remote work and flexible work policies: Remote work was a trend before COVID-19 hit. Still, companies were pleasantly surprised when they were forced to adopt flexible work policies during the pandemic. For many, productivity and employee engagement remained high. More talented applicants are looking for organizations that offer remote work options.

4. Virtual hiring: The pandemic accelerated the adoption of virtual hiring, which eliminates geographic limitations to expand the talent pool. As a result, it enables companies to hire better talent more quickly.

5. Diversity, equity, and inclusion: The way companies write and advertise job postings has shifted. There is a focus on language, targeting specific communities, and staffing agencies that focus on diversity. Efforts to diversify organizations need to go beyond an applicant’s identity. Companies also need to consider candidates who think outside the box and push their organizations to do better.  

6. Candidate experience and candidate relationship management: Top talent is looking for organizations that care about them as individuals and are willing to go the extra mile to make the recruitment process a positive experience. A negative interaction can have lasting consequences, especially if candidates spread the word or write an online review. A positive experience can elevate a company’s recruitment and retention efforts. 

7. Enhanced vetting: Save valuable time during the multi-level interview process by deploying ways to quickly identify whether a candidate is aligned with a company’s culture and values. Enhanced vetting features enable organizations to assess job candidate skills and learn how candidates tackle challenges. 

8. Work culture: Top Workplaces build and sustain a people-first company culture by building a solid foundation to attract and retain employees during challenging times. Companies need to rethink how to improve company culture to fit the new work environment.

9. Employer branding and recognition: A strong employer brand attracts new talent. Companies that invest in employer branding are three times more likely to hire quality candidates. Similarly, job candidates are three times more likely to trust what employees say than what the company advertises. Engaged employees can be big advocates.

Bob Helbig is media partnerships director at Energage, a Philadelphia-based employee survey firm. Energage is The Washington Post’s partner for Top Workplaces.