Early career recruiting has always been evolving gradually, but steadily. This is why it is so important to keep an eye on the trends and try to develop your recruiting process to make it more enjoyable for your potential employees and for your HR department. Here are five things that show early career recruiting is changing fast.

Candidate Experience Is Fundamental

Candidate experience is fundamental, but not any kind of candidate experience – a positive one. In fact, a positive candidate experience can eventually lead to better employee retention if you really put a lot of effort into significantly improving your candidate experience.

On the other hand, negative candidate experience can even lead to companies losing revenue. When you are looking for new employees, you will be spending time and money on placing the job ads, paying your HR department, and so on. If you can’t find a good candidate, the money you invested will be worth nothing.

Likewise, if you choose the wrong employees or the employees you choose feel unsatisfied with the recruiting process, it is very likely that they will not be productive with their jobs. And if your employees can’t do their jobs right, how can they possibly be valuable for your company?

At the same time, it is important to remember the people who do not get the positions at your company. This means that they will be left out and might even give some feedback about their experience with you. Your reputation will depend on whether or not they had a positive experience. If it was negative, it could affect your company’s image.

If you don’t believe that the consequences can be so drastic, here are some candidate experience statistics:

  • 60% of job seekers report a negative candidate experience with the employers they engage. This means that over half of those who were satisfied with the experience will inevitably report it.
  • 72% of job seekers report sharing their negative candidate experiences online. Such a high percentage of job seekers can make a huge difference by acting this way, so you need to be careful with the candidate experience you provide.
  • 55% of job seekers report avoiding certain companies after reading negative online reviews. This is directly related to your chances of attracting a professional rather than an amateur.

Companies Are Being More Active

While making improvements within your company is important, you should also do it “outward”. Companies are now actively trying to woo candidates into applying for job positions. This does not only supply companies with more potential employees and creates variety, but it also improves the overall candidate experience.

The competition in the labour market is incredibly high nowadays. This means that the companies that have enough resources will be more than willing to invest in attracting candidates to their companies. If they can get the experts, the professionals, and the specialists, all of this investment will not go in vain.

Consequently, you need to up your game. Start thinking about what you can do to make working in your company more attractive to candidates from all spheres. Here are some tactics you might find useful:

  • Offer Higher Salaries: It is understandable that not every company can afford to do this, but higher salaries can make a big difference for most job seekers. Employee retention is also known to be better when your workers are satisfied with how much they are being paid. In other words, higher salaries can improve almost all aspects of your business.
  • Improve Your Working Conditions: Another crucial factor for many candidates is the ability of the company to provide its employees with good working conditions. Like salaries, they contribute significantly to employee retention, but they always influence employee satisfaction rates as well as candidate experience.
  • Create Unique Opportunities: Lastly, creating unique opportunities might be exactly what will set you apart from everyone else. If job seekers see that you are offering something nobody else can give, they will be more likely to choose your company. For example, if you give them more resources and allow more creativity, they will be able to make their professional dreams come true.

Technology Is More Widespread

We live in an age when technology is extremely widespread, so it is no surprise that companies are starting to integrate it into their recruiting process. Both Millennials and Gen Z – the latter of the two now coming of age and starting to get more and more jobs – use technology a lot in their daily lives and expect their employers to use them too.

Technology can improve many aspects of your recruiting process. For example, engagement can become better tthanks to communication being more efficient and effective. By improving one thing, you will be directly or indirectly improving the others. You could think of it as somewhat of a chain reaction mechanism. Here are some ways you could incorporate technology into your early-career recruiting process:

  • Communication: As mentioned earlier, communication can be significantly improved in terms of efficiency and effectiveness. For example, you could start using a messaging platform for businesses like Slack. It is specifically designed for formal communication which sets it apart from your usual messaging apps like WhatsApp.
  • Testing: Another way to use technology for improving your recruiting process is by using it for testing. If you ask your candidates to go through several stages before they are finally chosen, then you could ask them to fill out online tests as the first step in the process. This could be a test checking their knowledge or it could be one for more practical situations.
  • Engagement: As already explained, engagement can grow quite a bit if you improve your communication. Your candidates will be more interested in getting the job if they are more engaged. That is the fundamental difference between an active and a passive employer.
  • Automation: Lastly, technology can help you partly automize your recruiting process. For instance, some emails that notify your applicants about their progress can be sent out automatically. There is no need to make it complicated for yourself by making your HR department do everything manually.

New Ways, Old Practices

Speaking of automation, you still need to remember the importance of personalization throughout your recruiting process. While it is nice to know that some things can now take less time and effort thanks to automation, there are still some aspects that need more attention and actual investment from your side and from the side of your HR team.

Human interaction is essential both for the candidates and for the companies. Your job applicants want to find out more about the interview, the interviewers, and the company they are applying for. At the same time, you need to know more about them to be able to make the right choice and find the best candidate for the role.

This is directly related to the way you establish relationships with your candidates. It is extremely important that the recruiting process starts these relationships at the very beginning rather than waiting until you accept some candidates and reject others. There is a considerable difference between negative and positive experiences, just as mentioned before.

First of all, your communication will need to be quite consistent if you want to establish good relationships. This includes texting, emails, phone calls, video calls, and in-person interviews. You will need to make sure that each of your channels of communication works well, so that both your candidates understand what you want, and you understand what they want.

Second of all, you will need to have a balance between the stages of your recruiting process. There should be both online and offline communication (something you would call “in-person interviews”). Emails are nice and phone calls are great too, but the only way you can really get to know your candidates is by meeting them and talking to them face to face.

Third of all, you need to reduce stress levels as much as possible and make sure that your candidates feel comfortable. 73% of job seekers say that the process of looking for a job is one of the most stressful events in their lives, so you can expect the majority of your applicants to have enough anxiety that will weird them out.

Consequently, it is extremely important that you do work on these aspects of your early career recruiting process. Even simply building connections can be an effective way to get the word out about your company if you do end up declining most of the candidates. They will tell other professionals who might apply for your job listings in the future.

Soft Skills Are Now Essential

Last but not least, soft skills are now essential for early career recruiting. Also known as foundational skills, soft skills are the ones that not many candidates possess, but companies value a lot. This is why so many candidates are excluded right at the first stage or round of recruiting. However, there are some things you can do to deal with this problem.

Because there are so many people lacking the soft skills – especially communication skills – they will need to make up for this in some way. But how can they do it if they have no idea that they messed up something so crucial? This is where your feedback comes in. Once you interview your candidates, give them feedback about what they need to improve.

That being said, you might be starting your early career recruiting with tests rather than direct interviews. This means that you won’t recognize who lacks soft skills right away. Nevertheless, you can use the feedback method later on in the recruiting stages when you will actually spend time talking with your candidates face to face or via video or phone call.

Alternatively, consider coaching your candidates already once they become employees. You might come across someone who will be perfect for the job but won’t be able to hold up proper communication. Giving them some advice and teaching them how to work in a team might just be the best solution in your situation. It will take some investment and time from you, but it will be worth it in the long run if you really like the candidate.

Final Thoughts

All in all, each of these trends is going to improve your early career recruiting process in a good way. Try to integrate them into your strategy, so that you can make your recruiting process smoother, more effective, efficient, and overall a better version of what it already is.

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Jamie Fry – Purposeful and promising author. At this moment he is working at writing services review companies, as Pick the writer and Writing Judge and enhances his blogging skills. Confidently goes to his goal. He has a talent for writing original content. The main conviction in his life: «To be the best in the field in which you are developing». Always in search of fresh ideas.