The recruitment industry has seen immense changes ever since the pandemic. Tech giants have laid off talented people, and the rising cost of living standards have caused a shift in candidate expectations. More than ever, candidates seek job stability and mutual trust over high salaries.
All this underscores the need for employers to reevaluate their recruitment strategies. From structured onboarding processes to prioritizing candidate experience and embracing diversity, equity, and inclusion, your recruitment plan requires close attention.
Let’s have a look at how you can build an effective recruitment plan for 2024. Which hiring practices should you adopt in 2024?
Candidate experience
When planning hiring in 2024, candidate experience should be at the top of your priority list. Post a good job advert in this day and age, and you'll get many applicants. (if you’d like to learn how to write a good job advert, click the link here)
So, before you announce your job vacancy, take a step back and think about:
Who is the hiring manager?
How many steps are in the recruitment process?
What’s the purpose of each interview round?
What’s the home task?
If the interview is successful, what are the next steps?
The more information you can provide to the candidate upfront, the better. Once you help the candidate prepare, you’ll realize soon that you have far more productive interviews.
Pro tip: chances are you’ll deal with many candidates, meaning you can’t provide personalized communications in each step. If you use AI to write a generic email, let candidates know that you’re doing so. It will make it more personable.
Employer Branding
The importance of employer branding can’t be overstated. If you’re working in a small start-up, your first hires will be from your network or via targeted headhunting. To engage candidates and attract them to work with you, they must buy into the team and mission. A great way of doing this is to encourage your employees to become brand ambassadors. Host a workshop and give them the tools to talk about your company’s values and mission.Moreover, as a founder, make your story heard. Create a post or website page about why you founded the company, and what problem you’re solving. Showcase your passion, and you will start attracting the right candidates.
Click here for more tips on how to get started with employer branding.
Diversity, equity and inclusion (DEI)
You must explore ways to make a job position more inclusive. For instance, in roles such as content writing, auditory abilities may not be required. So, in your job ad, emphasize the fact that being a person of hearing is not a need. Make it known that you encourage individuals from diverse backgrounds to apply.
Furthermore, be open to accommodate various work arrangements, such as part-time roles or job sharing. This commitment extends beyond traditional full-time positions, particularly within fields like engineering, where such flexibility is often scarce.
By embracing these practices, you’ll position your company as a workplace where everyone can thrive, regardless of background or circumstances.
For more tips on how to get started with Diversity, Equity and Inclusion, click here.
Effective employee onboarding
A structured onboarding process within the company plays a key role in retaining employees. According to research, employees who feel their onboarding process was effective are 29 times more likely to feel satisfied at work.
Chances are you’re looking for more than one person to join your team in 2024. In this case, you must ask yourself if you can support each of these new employees at the same time. Remember, effective onboarding is a team effort.
When hiring for several positions, think about how each of the job roles connect to each other. Consider bringing in a senior person first for leadership and support. Assess capabilities to provide sufficient support for candidates to ensure a smooth transition into the team.
Video job adverts
If you want to increase accessibility and engagement, using video job adverts has become a hiring trend worth exploring. An example of a great video job advert can be found here.
In these videos, it’s crucial to introduce the hiring manager in a personable manner and establish a connection with potential candidates. Clearly articulate why the role is open and what qualities you’re looking for in an ideal candidate. Finish off with a call to action by encouraging viewers to apply if they feel aligned with the job vacancy.
Remote hiring
In our most recent study, we found that Estonian start-up employees prefer hybrid working arrangements. What’s interesting, men prefer to work from the office more than women.
Now, there are times when remote work is not possible. You might have a new multicultural team that needs to get to know each other. Or you’re building something from scratch and you’re the most productive on-site.
Yet, here’s a fact to consider: if you have an office-only policy, you’re cutting out an immense talent pool. This is because candidates have more work options than ever. Take engineers, for instance, who have tons of opportunities to work remotely for global companies. You’re competing with several employers who can offer candidates to work remotely and provide a high salary. The same applies to marketing, sales, data roles, etc.
Consider these questions when determining the nature of the position:
Can it accommodate remote work or a hybrid setup?
If not, why is physical presence in the office necessary, and is it truly essential?
Reflect on what you’re willing to compromise for on-site presence. Can you ditch the 9 am start schedule? You must explore alternatives to accommodate diverse candidate needs and enhance employee satisfaction.
Takeaways
Most of these hiring practices have been around for several years. In 2024, if you’re not focusing on hiring aspects such as employer branding, DEI, remote hiring, you’ll decrease your chances of competing with other employers for top talent. Adopt these practices and you’ll position yourself to navigate the modern hiring landscape effectively.