Which Hiring and Recruiting Trends Are Affecting Employee Recruitment?

The Most Common Recruiting Methods for Employers

Recruiting is the process of finding candidates, reviewing applicant IDs, reviewing potential employees, and selecting employees for an organization. Effective recruiting leads to an organization employing people who are qualified, experienced, and fit well with your corporate culture.

Recruiting methods should ensure dedicated, competent, and productive employees who remain loyal to your organization.

Recruiting Methods

The most common and effective recruiting strategies are:

• Receive referrals from current employees.
• Participate in online social networking on sites such as LinkedIn, Twitter, and Facebook.
• Use the online and offline social networks of current employees.
• Provide an effective, informative, and exciting corporate recruiting website.
• Participate in personal networks at community and specialist events.
• Visit an exhibit at college and university job and career fairs, as well as community and organization sponsored events.
• Publish job offers online and in job exchanges.
• Promote job vacancies in newspapers and related websites.
• Sponsor scholarships, activities, class projects, and events at local colleges and universities.
• Contract for the services of a recruiting company or headhunter.
• Find and use other employer-employee matching methods on various job boards. (Options change quickly, and each job search website has specific methods, some of which are more effective than others.)

For a comprehensive list of steps involved in hiring people, see a hiring checklist.

Make sure your recruiting plan and strategies are delivering the results you want. Schedule a recruiting planning meeting to ensure a successful approach to recruiting. Use your team for recruiting too and try these additional top ten recruiting tips.

It is critical to stay abreast of hiring and hiring trends as you compete for the best talent in the years to come. Government regulations, industry standards, and effective recruiting and hiring steps and techniques must come first when hiring an employee.

Here are six of the top trends you need to be aware of to remain a viable employer.

6 Setting Process Management Trends for Your Future

By Bill Glenn, VP Marketing and Alliances, TalentWise

It pays off for employers to keep track of changes in the HR, HR, and recruiting industries. Nowhere are more changes occurring than in the steps employers must take in the hiring process.

The need to keep the hiring process legal, ethical, and successful has gained a new sense of urgency in the face of industry trends and legal requirements. Employers need to be aware - and sometimes cautious - of these six top trends in the hiring process.

Employability Verification, Form I-9, and E Verification

With the increase in on-site investigations, significant fines and fines, and the expansion of E-Verify, managing Form I-9 compliance is becoming an even more important task for HR organizations in the United States.

The number of ICE (US Immigration and Customs Enforcement) inspections on construction site I-9 was more than 5,200 in July 2018. The previous year, companies had to pay $ 97.6 million in forfeiture, fines, and refunds, and $ 7.8 million in civil fines.

The I-9 paper process can be prone to errors and difficult to understand. This one-page form is so complex that the U.S. Citizenship and Immigration Service has provided a 69-page booklet to properly complete the I-9 form. It seems unfair for companies to be punished if they make mistakes - even in good faith when they comply.

By automating the I-9 historical paper form, organizations can ensure that forms are accurate and properly stored. Today's employability verification services eliminate stacks of paper, reduce errors, and improve compliance. These services will also be available in the future.

Eeoc Involvement in Criminal Background Checks

For several years, the U.S. Equal Employment Opportunity Commission (EEOC) has believed that using arrest and conviction records to make Title VII employment-related decisions in the absence of a legitimate business need is unlawful.

Going forward, the EEOC is asking companies to show that they are considering all aspects of an applicant's criminal record to determine whether their employment decision is justified by business need.

There are conflicting and confusing pressures on companies when it comes to using previous convictions and arrests records in hiring decisions. The EEOC commissioners recognize that this is a complicated subject.

There is a dichotomy between being given a second chance and feel that employers feel more secure with the people they hire. As more and more stakeholders emerge on this issue, the results of future EEOC meetings will have a significant impact on hiring decisions.

Social Media Screening

Online content, especially popular social networking sites like Facebook, Twitter, and LinkedIn, has created a new and comprehensive resource for the HR, HR, and recruiting professionals who are sourcing and reviewing candidates. In fact, 70% of employers use social media to screen candidates before hiring.

Social networks provide a free way to identify passive candidates (those who are not actively looking for a new job), review a candidate's resume claims, uncover undesirable behaviors, and gain insights into a candidate's skills, personality, and cultural fit.

While social media as a screening tool benefits employers, it creates new legal concerns and should be used wisely to avoid potential pitfalls.

There is nothing wrong with rejecting an applicant with personal characteristics that lead to poor or insecure job performance. This is part of the mandate of an HR organization.

However, when recruiters receive such information directly, it can be difficult to prove that only job-related information was used in the hiring decision.

As social media adoption continues to grow, this sourcing and review challenge will be even greater in the years to come. Prepare yourself by making sure your logs allow you to reap the value of social media without the risk of discrimination and negligent hiring claims.

Candidate-driven Review of the Résumé

Recruiters worry about the accuracy of résumés that float on their desks with every job posting. You may have a right to be concerned - more than a third of respondents in a Harris Interactive survey believed that misrepresentation of information on a resume can be extremely beneficial to a job seeker.

The resumption of fraud leads to a multi-million dollar job verification industry designed to weed out fakes. Much of this effort, however, is wasteful as each review process starts over and reviews the entire resume, including static parts that don't change over time.

Third-party resume review services are offered to applicants, recruiters, employers, and select career management websites. Verifying the accuracy of a resume and ultimately providing a trustworthy third-party seal of approval brings a new level of trust to all involved.

In the years to come, you will find that applicants certify their own résumés before the interview and resolve any discrepancies before a prospective employer does their own background check.

This way they can also gain a competitive advantage over other job seekers in a crowded job market. Some candidates can even do new background checks for themselves (in certain states) using new third-party services.

Not only does this help contain the resume fraud epidemic, but it also helps recruiters source credible first-time candidates with a certified resume. This means less hiring risk and faster staffing time for the recruiter.

Drug Test

According to the Agency for Substance Abuse and Mental Health (SAMHSA), illicit drug use among full-time employees aged 18 to 64 years was 8.6%. According to US Drug Centers supported by SAMHSA, $ 25.5 billion is spent due to lost productivity and absenteeism from work due to substance abuse each year. Another $ 25 billion is lost due to annual healthcare costs.

As a result, the problem of illicit drug use and its impact on the workplace is particularly important to many human resources, human resources, and recruiting professionals, especially at a time when drug test positivity rates have soared.

According to DISA, an occupational safety and compliance company, the positivity rate increased an astonishing 37.8% from May 2019 to May 2020.

It has been proven that a well-designed drug testing program can reduce worker compensation claims, workplace injuries, absenteeism, theft, and property damage, and increase productivity (SHRM). It makes sense to set up such programs.

However, employers need to understand the potential problems related to drug testing in the workplace - such as the ever-growing and sometimes conflicting laws governing the use of medical marijuana - before introducing such programs into their organizations.

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All of these hiring and hiring trends present unique challenges for recruiting, recruiting, and hiring professionals. They shape the way they think about managing their recruiting settings going forward.