Technical recruitment trends to watch in 2020

What technical recruitment trends for 2020 will help you recruit more effectively this year? Read on to explore 5 key trends for recruiting technical candidates in the construction engineering, IT and cyber security fields.

Technical recruitment trends to watch in 2020

If you’re a recruiter or a business leader who plans to make new hires in 2020, what technical recruitment trends do you need to know about? There’s a shortage of quality candidates to fill many technical jobs, so in 2020 it’s more important than ever to make your opportunities stand out and keep candidates engaged.

Below we share 5 key trends that will help you develop an effective 2020 recruitment strategy.

5 technical recruitment trends for 2020

1. Your employer brand is more important than ever

Marketers use a company’s brand identity to attract prospects and convert them into customers, you can do the same with your employer brand to build a talent pipeline of potential candidates to fill your roles. To get started, review your organisation’s employer brand and if it’s not documented develop your employer brand messaging.

Just like any other brand document it should articulate the company’s personality, values, culture and ethos and reflect the people within your business. Identify the factors that help you differentiate from other companies, and the things that are most attractive to your employees and potential recruits. Then, using this document, ensure all communications about your careers opportunities and recruitment reflect the employer brand and use it to its advantage.

For more on developing your employer brand, click here.

2. Inbound recruiting is gaining traction

The inbound approach to recruitment has gained traction over the last year in many sectors, and it’s just as valid when looking to attract technical candidates as it is for recruiting other roles. Inbound recruiting is similar to inbound marketing and is about producing content that engages candidates with your company. It showcases your employer brand and gives potential recruits the information they need to see if they’re a good fit for your company, and keep them engaged with the recruitment process.

Inbound recruitment content could be in the form of videos shared on your social media channels; blog posts featuring your employees; regular participation in online forums; webinars on industry topics; and useful resources such as eBooks, whitepapers and guides aimed at potential recruits. Your marketing department are probably already engaging in inbound marketing activities, and may be able to offer you some advice.

3. Texting and messaging apps

To maintain engagement levels during the recruitment process it’s important to regularly communicate with candidates. This is a critical time where high quality candidates can drop out of your recruitment cycle because of other opportunities. Making this stage as short as possible is essential.

You probably already email candidates on a regular basis to touch-base, keep them informed about progress and share information about your company, but is email the best way to maintain engagement? The majority of people use smartphones and might ignore non-urgent emails, preferring texting and messaging apps for instant communications. A combination of different communication channels is more effective for candidate engagement, mix it up with emails, texts and messaging – and even use snail mail to stand out from the crowd.

4. Candidate experience is key

All the trends above point to one key trend, the candidate experience. It’s all about giving candidates the best experience to engage them with your company and keep them interested right up until the moment your new hire starts.

Recruiters sometimes forget that the candidate’s first impression of a potential employer is through your communications, interactions and hiring process. If you’re slow to respond, offhand or the candidate doesn’t hear back from you, the candidate experience is poor and that can reflect negatively on your employer brand. A good candidate experience respects the candidate’s time and makes the recruitment process as pain free as possible.

To learn more about developing a great candidate experience click here.

5. Don’t just rely on digital technology to find candidates

Digital tech has transformed recruitment (and most other business functions) making it easier to find and connect with candidates worldwide. LinkedIn and other social media, online job boards and your own careers webpage, are all important tools for attracting and engaging candidates.

However, offline methods of sourcing candidates are not dead. In fact, they can help you cut through the online noise, filter out unsuitable candidates and engage the talent you want – often more effectively than trying to do it all online.

Good old fashioned networking at industry events or meet ups is still an excellent way of sourcing candidates and finding out who’s hot in your field. Whether it’s a chance to get recommendations or a face-to-face with a prospective candidate, these events can give you an opportunity to build relationships and engagement, and assess cultural fit, much faster than you would online.

Of course, we love all the online tools we have at our disposal! But don’t forget that a chat over a drink with an old colleague can be just as productive as direct messaging 50 odd passive candidates on LinkedIn.

We’ll be exploring all these recruitment trends in more detail over the next few months – so keep checking our blog for more useful content. If you have any questions about attracting and engaging technical candidates, we have extensive experience recruiting in the technical fields such as construction, engineering, IT and cyber security, as well as luxury resort management. Please get in touch, we’d be happy to help.

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