Recruiting: A Complete Guide to Recruiting in the Modern Era
Recruitment 3.0 is a modern take on talent acquisition that enables recruiters to connect with candidates at all phases of their career search. It is designed to equip recruiters with techniques more in line with today's job seeker.
What is recruitment 3.0?
Recruitment 3.0 is a blend of strategic employer branding and inbound recruiting designed to capture the attention of passive candidates.
It combines aspects of traditional recruiting with modern digital and content marketing methodologies to connect with candidates in an organic and meaningful way. It allows recruiters to sidestep traditional recruiting platforms and professional networks and take their message directly to candidates.
Simply put, Recruitment 3.0 reflects the three core challenges of modern recruiting:
The best candidates will always be gainfully employed, regardless of economic conditions - Whether the unemployment rate is 4% or 40%, the best people will always have work. Once a job seeker becomes a passive candidate, the challenges involved with recruiting them increase exponentially.
The most in-demand candidates aren’t browsing traditional job boards for their next opportunity - Traditional job boards are losing their appeal to top talent, especially those with a tech background. Fewer than 14% of software engineers reported using a job board to find their current job.
Candidates are doing more research than ever before applying - If you are lucky enough to capture the attention of an elite candidate, you better hope your online presence tells a good story. Modern candidates use an average of 16 research tools during the job hunt, so there’s no hiding your dirty laundry.
With few elite candidates pursuing new career opportunities, and fewer still turning to traditional job boards, recruiters must leverage new platforms and techniques to fulfill their obligations. Enter Recruitment 3.0.
The Case For Recruitment 3.0
We’ve covered a few statistics already, but let’s take a deeper dive into the modern recruiting landscape.
76% of decision makers believe candidates have grown wary of traditional job boards (source). Traditional job boards certainly still have their place, but these days they shouldn’t be the core of your recruitment strategy.
88% of recruiters believe that informed candidates are preferable to uninformed candidates (source). This makes sense, but ask yourself this: are your providing candidates with the information they need in order to be informed?
63% of recruiters report an inability to find qualified candidates as their primary challenge (source). Looks like those informed candidates are hard to come by after all.
47% of companies are using HRIS software that’s more than seven years old (source). Something tells us those companies don’t allow their sales teams to use such antiquated software.
62% of software developers - the most in-demand talent out there - are open to new opportunities, but only 13% of them are actively looking (source). Just one more example of the opportunity that’s out there for recruiters that can find a way to connect with passive candidates.
The average time to hire is 23.8 days, while the average cost per hire is $4,129 (source). If nothing else can convince management to make recruiting a priority, perhaps the bottom line will.
Job seekers consider recruiters to be the fifth most trusted source of information about career opportunities (source). Yikes. The average candidate considers your career page to be more trustworthy than a recruiter.
69% of candidates would reject an offer from a company with a bad employer brand, even if they were unemployed (source). For nearly three quarters of the workforce, even the fear of unemployment isn’t enough to overcome a negative employer brand.
The average candidate will read six reviews about your company before deciding if they’ll apply (source). Job seekers are getting better and better at doing their research. Will they like what they find out about your company?
Recruiters claim they can’t find qualified candidates, while candidates claim they can’t trust recruiters. Plenty of passive candidates are open to new opportunities, but recruiters can’t find a way to connect with them. Traditional job boards are disdained by most candidates, but recruiters continue to use them because they have no better option.
And in the midst of this, candidates have become more savvy than ever. From employer reviews to your employer brand, they have access to vast amounts of information, and they’re using it to their advantage.
We could go on, but it’s clear that the recruiting industry is ripe for change. That’s where recruitment 3.0 comes in.