A Recruiters Handbook

Take on 4 of 2024's most powerful acquisition trends toward guaranteed success in Company Hiring!

Hiring practices are ever-changing but as we see now, a complete turn is happening. Hiring is transforming and the question is- are you transforming with it? More than 50% of the world's talent leaders admit they are unable to keep up with the speed of transformation in this decade. The industry is so fickle now, moving from one issue to the next before anyone has the time to understand them. So how should companies approach their hiring practices? Which trends will become 'best practices tomorrow and which ones will become obsolete? The market will be your best friend as long as you listen to her. If you treat her carelessly and don't bend to her whims, you will most definitely be lonely in success. With a dedicated research team monitoring weekly trend cycles, Questa Enneagram has some answers. We have put in the effort and talked to hiring professionals while monitoring research reports to create this list of lasting trends. From the desks of our top Recruiters- here are the 2024 trends in Hiring that are actually worth investing in!

1. Branding is truly King

A well-crafted employer brand for a company is the most crucial trend to focus on. Trends may come and go, but this one stands out as a definite 'best practice'. It serves as the most effective way to attract high-quality candidates with the most in-demand skills. Such companies are like magnets, drawing in talent effortlessly. Besides attracting top-notch candidates, a robust employer brand also fosters loyalty, making the company a preferred place to work. A positive, strong employer brand gives your organization a competitive edge in talent acquisition, aiding recruiters in finding the best candidates. Candidates and employees prioritize their working environment. A weak employer brand can lead to difficulties in finding and retaining talent. Independent recruiters and recruitment firms benefit greatly from a strong reputation and trust. It allows them to choose from the best candidates. Candidates must trust that their interests are paramount and that recruiters always prioritize them.

The infamous 'Brand' is quite simply an organization's reputation in the market- as an employer and a workplace. It is never what you think it is, but what employees and candidates have to say about you!

• Never miss Networking opportunities
• Build trust with potential hires by showcasing testimonials
• Examine your HR reputation and operations, and discover areas that need strengthening. 
• Incorporate feedback from candidates at every step
• Be Authentic in your ways and have Consistency in messages and values
• Utilize multiple methods: LinkedIn, Word of mouth, etc.
• Be one step ahead of candidates: anticipate their needs and incorporate it for ease and efficiency in your processes

2. Proactive Recruitment Practices

Think about buying groceries. If you wait until your fridge is empty, you need to rush to the store or you won't be able to eat any dinner. What if the store is closed? What if the store is open but runs out of your favorite fruits and vegetables? No dinner for you! So How do you make sure you have a good dinner every time? You make sure you buy your groceries in advance- you will always have access to your top food choices, and ample time to decide.

Proactive recruiting is so much like that—it's a strategic mindset essential for recruiters, recruitment heads, and really anyone involved in talent acquisition.

Knowing about a situation is good, but it's even better when you have control over a situation! The worst feeling is being thrown into the deep end. Even worse if you are trying to run a sustainable business. 73% of job seekers are passive seekers and sit like an untapped audience, your prime audience for Proactive recruitment practices.

Similarly, proactive recruiting anticipates future talent needs, identifying and engaging candidates well in advance of vacancies. By maintaining relationships and nurturing talent pipelines, organizations ensure a smoother, more controlled hiring process. This approach fosters a positive employer brand and allows for better candidate conversion when roles become available. The aim is to minimize reactive recruitment, where roles are filled only after they become vacant, leading to rushed decisions and increased pressure. Proactive strategies, akin to marketing a product's desirability, position your company as an employer of choice. By attracting talent ahead of time, you stay ahead of hiring needs, ensuring a steady pipeline of prospects ready to fill open roles when the time comes.

3. Applied Data Analytics and AI for Agility

You know as well as we do that Agility and AI are non-negotiable. While others are wasting time telling you its importance, lets just deep dive into the nitty-gritty.

The essence of modern recruitment lies in Agility—efficiently streamlining repetitive tasks, automating communication, and documenting processes using application tracking systems (ATS) integrated with AI are the ways you should do it. We've witnessed numerous companies compelling their recruiters to manually review resumes and manually input every single candidate detail. How many precious man-hours are wasted on such mundane tasks? Find an ATS system with integrated AI to address one or more of these issues. Spare your recruiters the headache of manual checking, and yourself the stress of rechecking their work. Trust us, AI is much better at this than you.

Equally vital is access to extensive data. As much data as possible!! Whether you have your own database or have acquired one, you must have access to an ever-expanding pool of data. What's the point of this data? Let AI work its magic, whether it's through external or integrated software or even a simple Chrome extension. Let AI analyze your data; it will answer all your questions. Want to know if companies are genuinely interested in DEI, how many Gen-Z applicants are applying, what skills are in high demand, and which skills have become obsolete?

If you can accomplish even half of these tasks, you'll be able to stay ahead of the curve. No trends will catch you by surprise because you'll already be moving in their direction. It's also the best way to be an early adopter. Take an hour out of your week to review the analyzed data and adjust your practices accordingly. By doing so, you'll be prepared for trends before they catch you off guard. You'll be pleasantly surprised to discover that data analytics and AI aren't as intimidating as they may appear. Now even beginners can grasp its concepts without requiring any expertise in the field.

4. Hire the Person NOT the Resume

Let's conduct a thought experiment. Imagine a stack of resumes. What is there to notice? One hundred people have a degree, ninety have an MBA, and the same ninety have the same certifications. Everyone is hardworking, and a team player, and everyone can use Microsoft Office in their 'special skills'. There is a growing uniformity in educational backgrounds and work experience. With widespread access to online courses and knowledge of hiring practices, people know exactly what needs to go on a resume, and they put it. Successful hiring now transcends the mere skills and qualifications on a resume. A candidate's real fervor, intellect, and diligence hold equal weight alongside their technical expertise and experience. In today's competitive landscape, identifying individuals who embody passion, intelligence, and strong work ethics paramount to a company's triumph. Hundreds will match your qualification list but very few will have the right attitude and intention! The resume is not the person.

Rethink the purpose of a resume and even a cover letter. They can no longer be the sole tools used to hire an employee, especially for entry-level positions. You must interact with the person and assess their actual knowledge, communication skills, and potential to build a trusting relationship. When hard skills are abundant in the job market, recruiters should look beyond the resume. Consider the resume as simply a foot in the door, a tool to secure an interview rather than a means to hand out jobs. This may be discouraging news for candidates, but rest assured, it's a great strategy for company recruitment. We can see a difference in hiring quality when we consult our clients in this direction.

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"The Market will be your best friend as long as you listen to her, as long as you listen to her. If you treat her carelessly, don't bend to her whims, you will most definitely be behind in successs. To stay ahead and stay with her: you must focus on branding, keep your fridge full, use technology for agility and hire with intent."